What is the Third Interview for?

Stock Traders Conducting InterviewLet’s talk about the first, second, and third interview process which is a selection process for many organizations.

Gone are the days of immediate hire, or rather, on the spot. It is the case that with unemployment rates rocketing for some parts of the nation a selection process would be wise, and a chance to screen out and eliminate.

I had the opportunity to experience such before, however; for some organizations, or industries such where one will work the phones some have their first interview right over the phone.

Why the third and a fourth interview then?  

Tory Johnson (2015), CEO of Women for Hire wrote:

Some companies start with a phone screening and then move to face-to-face interaction. Other companies start with an HR behavioral interview and then move on to an interview with the manager you’d be reporting to, then invite you in for testing. Still others require several interviews with several members of the team you’ll be working with. It’s perfectly alright to ask during your first interview what to expect, but often the process will change depending on the level of job you’re looking for and the number of candidates the company is considering. Second interviews (and any interviews beyond that) should be treated with as much professionalism as the first meeting. At this point you know they’re interested, but you have a few more runs around the bend before reaching that finish line. A huge mistake job seekers make is thinking the second interview is just a formality. You don’t have the job yet. Follow these tips to make sure you’re in top form ’til the very, very end (Johnson, 2015, para. 2).

For me, I thought the process a good one. As a jobseeker I want to learn all I can about a company just in case I am hired beyond my own research. It is important for me to work with honest people just as I am sure its important for them as I am.

In times past, or rather, through the years of the job hunt there has only been I fill out the application, get a call, the interview and then hire. However, this is minimal information compared to the wealth out there to be learned for some companies. Hence, in light of this I can arm myself with appropriate answers that may be appropriate depending on the interview.

Morgan & Stark (2014) gave a list to determine mental capabilities stating that there are a number of tests or evaluations to be given which determine the minds of perspective employees. To name a few, they are, (a) The Big Five Personality traits, (b) Core Self Evaluations,  and (c) Emotional Intelligence.


In essence, I believe that the company gets a good employee by digging into their minds beforehand.

 

 Related Article

Ace the second Interview…and the Third

OCBC Bank Case Study: An Analysis

ocbcc813eLong gone are the days when people had to fight for suitable treatment in the work place. At least for some employees who wake up to go to the old nine to five suitable treatment is a reality where employers and managers not only care about the state of the company, but the state of welling being of the people who serve to make their company successful. OCBC Bank of Singapore, has been that suitable company for nearly eighty years through strategic contribution, in which OCBC Human Resources Management [HRM] as Morgan & Stark (2014) wrote concerning strategic contribution an organization must “Be able to be key contributors in their organizational success.(Morgan & Stark, 2014). In this article there is analysis of the OCBC contribution and company success through collaborative efforts of education and mentoring throughout the term of employment and beyond.
It is ironic that Pandy (2012) mentions “Human Capital ‘concerning their job pool, because in America there is rumor that some jobs are nothing more than labor farms, never investing anything into the help they hire. In fact, concerning this human capital and investment the OCBC Bank does invest and relay the message which says that their “Investment helps to build the capabilities of employees to deliver superior performance.” (Pandy, 2014).
In reference to talent management, according to the article OCBC’s investment includes:
(a) Learning—which includes ongoing business strategy, and
(b) (b) Aligning employee learning objectives with those of the business to suit their goals to help employees build a career not just a job. (Pandy, 2012).
For example, the Career Best Program is a three year program for new hires (2007), and the OCBC Learning Academy, also known as the Learning Space @OCBC.
To further boost their employees, the OCBC Bank has excellent talent management, even, for their former employees where management attempts to with job placement efforts. For those employees with extraordinary talent there is a first deb to job openings within the company which according to Pandy (2012) “Pushes high potential talent out of their comfort zones”. There is also rotating schedule to give employee an opportunity to learn everything there is to know about the work, and to, develop new skills. This rotation in turn helps productivity (Pandy, 2012). In addition, there is also travel opportunity accompanied by senior management. Hence for all the aforementioned investments in their employee pool OCBC allows for sustainability as The OCBC Group (2015) wrote:

We have a structured three-year development program that charts the learning roadmaps for every employee during their first 3 years of service. Employees have opportunities to hone their skills through on-the-job training, in-house training programs, courses and other management development program. Our employees are encouraged to take charge of their own careers through our Career Best Program. This program allows them to evaluate their strengths and career orientation, and find the best fit between their talents and OCBC’s organizational needs. Through our Internal Job-Posting program, we provide employees the choice to pursue job opportunities across the OCBC Group, locally and overseas. This career mobility opportunity is key to attracting and retaining talents in the organization. Overseas postings are offered to employees who have the right skill sets and aspire to gain work experience in the different markets that we operate in. (The OCBC Group, 2015, para. 1).

The following are added benefits and topics of interest of being a talent at the OCBC Bank, according to The OCBC Group (2015):
1. Work-life Integration
2. Online health and security dashboard
3. Labor regulations
4. Relationships with unions
Comparatively, Wells Fargo gave tips to keep ones employees motivated as well: (a) Learn how employee training and open communication can improve employee retention, (b) Welcome the new hires to motivate on the first day, (c) Offer new challenges, including new roles, (d) Invest in training which might include seminars, workshops and mentoring by senior staff, (e) Keep the lines of communication open, and (f) Fulfill management needs. Wells Fargo gave review of a study which notes:

One study showed that employees receiving predominantly negative feedback from their managers were over 20 times more likely to be engaged than those receiving little or no feedback, proving that any form of feedback from an employer is better than none at all [Keep the Lines of Communication Open Section].

Though similar in context for this article Wells Fargo does not expound on programs aimed to educate their employees for better productivity past the first day of welcome.
In another article, Yasimine Yahya (2013) wrote of OCBC Bank:

This is becoming ever more important as increasing numbers of OCBC’s clients are doing business outside Singapore. “If we want to serve them well, we need to be able to communicate with them on the same wavelength as they know about the markets,” he said. Other employee schemes include the Future Leaders Program, which identifies high-potential staff and grooms them for top management roles. (Yahya, 2013).

In conclusion, the OCBC Bank of Singapore takes interest in their employees by first educating their employees to welcome them in the first three years of their work life with the company much like a mom would nurture her babe while learning to walk, while, Wells Fargo welcomes their employees on the first day which makes that special, but what about the next day or even years activities? Conversely, seminars, workshops and programs are great, however. OCBC Bank’s dedication to an entire floor further cements engagement tactics for present tense situations. All and all, the OCBC Bank’s care of its employees allow longevity of employment to add employee morale, plus, productivity in the workplace.

Push Pull Strategy in Business Marketing

Pull strategy progression: promotion, customer, retailer, and manufacturer. Push strategy progression: manufacturer, retailer, promotion, and customer.

Photo by: Ogden, J. R., & Ogden, D. T. (2014). Integrated marketing communications: Advertising, public relations, and more. San Diego, CA: Bridgepoint Education, Inc.


The three sales strategies for promotion are push, pull and as Ogden & Ogden (2014) wrote, “there can be a combination of the two”(Ogden & Ogden, 2014).

As illustrated in Figure 6.4, the push and pull strategy works thus: (a) the promotion which prompts potential retailers and customers to buy, (b) the deal between the manufacturer and the service provider.


For example, in purchasing my daughter’s tablet some months ago from Sam’s club the tablet came with a limited manufacturer’s warranty, and I also had the options to purchase an additional extension warranty from Sam’s. It is the case, that the tablet malfunctioned and as a result the manufacturer after several attempts to repair it had to replace it. Then a few months after that my daughter tripped over the dog outside [he is a big dog] and broke the screen on the tablet, Sam’s warranty refunded the full purchase price for that brand stating that the screen was too expensive to repair. This type service is a good promotion tactic for retailers and manufacturers alike.

Finally, (c) the promotion to the customer, and it is the case, that Black Friday is a good promotional tactic where people fat from the holiday turkey are ready to spend. It is past sane thinking why people would get up at three in the morning to stand in line for a sale, however, the tradition lives on for those who want first tab at new line Jordan’s or even first dibs at a new television. Hence, the push, pull strategy works well for all who aim to buy and sell.

Marketing: Take Every Opportunity

download (1)A good reason why a company would conduct a marketing analysis, and use smart goals is to see how products are received by the public, and to know how other companies are faring as well in their advertising and marketing venues. This is specific, measurable, attainable, relevant and time-bound (Ogden & Ogden, 2014)

For example, if a company sells knives. Most advertisements on television sell for $19.95 and include extras to sell them and they will tell you that the product is not sold in stores, and the ideal that it is not sold in stores changes the consumer’s perception that they now believe they are getting a special by making the purchase before it is sold in the store. However, what the consumer fails to realize is that any knife is sharp when first purchased, whether it is sold on television or sold in a package on a store rack. In essence, the competitive edge is that the television advertisement makes the view of the knife personal when they say ‘not sold in stores’ or ‘the first so many callers’. So Cutco, took themselves off  television and hired people to market for them through demonstrating the product in the customer’s home. Furthermore, the demonstrations have no cold calling attached as with many companies who use a telemarking type ways to advertise their brand. What Cutco does is use a referral system or recommendation, that is, friends, family, friends of friends and so on so that there is a continual flow of customers without the need to impede false promises on the public. Cutco is not sold in stores. In actuality Cutco offers a lifetime guarantee of its product and free knife sharpening as well–forever. [See: The Forever Guarantee].

Ogden &Ogden (2014) wrote:

Reach is the number of different people (or households) exposed to a message at least once. Frequency is the average number of times an individual is exposed to a message. If a company mails out a postcard to inform people of an event, the reach is the number of households who received the postcard. If the company decides to send the postcard out to the same households three more times to remind people of the event, the frequency is four. The marketing communications mix is comprised of seven variables: advertising, personal selling, sales promotion, public relations/publicity, direct marketing, electronic and Internet marketing, and branding. (Ogden & Ogden, 2014).

In essence, the Cutco Company makes a lasting impression by doing in-home demonstrations educates people about their product as well as gaining friends in the community who love their product and become intimate with it before the purchase, and this is why companies miss out with the barrage of television commercials that set people up to be let down. Essentially, the premise is word of mouth, and not that there are representatives in every city, however, sales reps can never reach as many people as the television can and since that is so the aim is to go as family so that the customers tell their friends what a great deal they got.

Anyone interested in a demonstration to see how Cutco can work for you send me an email at kjs0061@yahoo.com with contact information. Not in the area? There are virtual appointments as well.

Trade Shows|More than a Show Off

gunshowpic1In Fort Worth there is an annual gun show held at the Will Rogers Coliseum where people trade and view weapons and generally sale their merchandise to the companies or businesses. I am only familiar with the event through huge billboards promoting it in the area where I live. There is also a weapons store in the neighborhood that has a billboard as well.

The advantages of these billboards and signs, as well, as the show promotes gun sales and bring awareness of the event. The show as Ogden & Ogden wrote, “Trade shows are large events that bring together many sellers to showcase their products or services.” (Ogden & Ogden, 2014).

Some of the examples are: (a) trade allowance, (b) contests, (c) incentives, and (d) trade shows. (Ogden & Ogden, 2014).

An article at the Reveal website denotes pitfalls concerning trade shows and said that there are specific reason why the shows are not a good idea one reason he states is that people do not know why they are there, and said: 

 How many corporations base their decision to exhibit on total attendance?  They hear that 20,000 buyers will be at the show and think they are going to get a few thousand leads, but don’t have a plan in place or the ability to be able to qualify and follow up on that many.  And how many companies go to trade shows simply for image — because they feel their absence would speak louder than their presence? (Reveal, 2014).

I am going to concentrate on this particular reason and make this subject specific for the mere fact that guns being dangerous in the wrong hands and sometimes be sold for the same wrong reason. For me, gun shows do not educate the public to bring safety and awareness past the sales. Hence, though owners and sellers can come together, the public is not make aware of the potential dangers of a gun in the wrong hands. Why is education needed at a gun show? It is the case, that the hunt is on for not only meat but people where we see blacks being shot down in the street like animals unarmed. Some other areas of concern are:

1.   Failing to study the audience

2.   Going to trade shows with the competitor present

3.   Failing to develop specific goals.

4.   Forgetting to read the exhibitors manual.

Related Article

Avoiding Trade Show Pitfalls: Common Mistakes Exhibitors Make 

Sales Promotions: Don’t get Swept Away

pch Sweepstakes are a way that allow companies to advertise their merchandise while getting customers to participate. One such sweepstake is the Publisher’s Clearing House which gets people involved by playing on their need to get rich. America is great for promoting the American Dream which includes that dream house, the dream care, and the dream family.

So the sweepstakes in their advertising tactics hires a star [Ed McMann] and each year they announce a winner from entries. Sounds simple right? Winning all that money? Limosine at the door? Guess again, because through this sweepstake as with all sweepstakes the idea is to get the public to spend money.
Ogden & Ogden (2014) wrote concerning Sales Promotion:

Sales promotion describes incentive and interest-creating activities that are designed to get customers to buy immediately instead of waiting. Sales promotions are often separated into two distinct types: 1) consumer, and 2) trade (or B2B). There are many different types of sales promotions used by marcom managers to stimulate sales. Sales promotion vehicles include (but aren’t limited to) coupons, contests, sweepstakes, rebates, product demonstrations, product/service sampling, BOGOs (buy one, get one), premiums (free items such as cups and pens), and “price-off” offers [Sales Promotion Section; para.1].

Hence, with in the entry point of the sweepstake potential customers are invited to subscribe to various magazine offers [I,e., publishers] for a percentage off newsstand prices. Therefore, each entry is contingent on each subscription.

Ogden & Ogden (2014) stated that the marketing communications mix consists of (a) advertising, (b) personal selling (c) sales promotion [sweepstakes], (d) public relations/publicity [star endorsement], (e) direct marketing [mail advertisings], (f) electronic/internet marketing [email], and (g) branding. The thing about magazines is that the publishers do not advertise on television so one may see magazines at the checkout in many stores, rather, than on the tv screen.

Creating integration and consistency in communication is a necessary tool to ensure that the brand of the company will be remembered and participation of the public is of essence to ensure that the brand is well known.

Cognitive versus Emotional Strategy

marketing-profs-2010-benchmarkA Red Lobster commercial is a good example of selling sizzle where someone is pouring butter on hot steaming lobster, but it is not the food per se that incites emotion– it is the smiles, the party like atmosphere and the togetherness of family which makes the marketing tool most effective to draw customers.

Stan Mack, author for the Houston Chronicles wrote concerning factors that add to the emotional appeal:

Many factors determine the effectiveness of emotional marketing. Variations in consumers’ value systems, for example, might cause your advertisement to stimulate different emotions in various consumer groups. People’s wishes and desires also change significantly as they move through the stages of life. For instance, an advertisement that stimulates an emotional response in adolescents might have little effect on 40-year-olds and no effect at all on senior citizens. In other words, for your emotional marketing to be effective, you must understand the needs and emotions of the consumer groups you plan to target [Factors Section].

In essence, all things cultural, that is (a) family, (b) beliefs, and (c) ones desires and wishes are summed up in a commercial that sells the sizzle, and not necessarily the food so to speak. Further, a good memorable occasion.


On the other hand a cognitive strategy, would allow one to gain information about the product being offered. For example, a yogurt company advertises and adds that the product is good for digestive tracts [GI Tract], while also using women as the associative gender, because women are most likely to eat yogurt, and also most likely to care about their digestive health. Hence, the educational value of the product has been confirmed compared to other commercials and brands that do not provide the information, nor a hint of educational value is given.

Source

The Effects of Emotional Marketing