Tag: Interview

  • Best Guide to the Professional Resume Writers free help

    Best Guide to the Professional Resume Writers free help

    How Can Professional Resume Writers Provide Free Help? When it comes to the issues that come up during the interview process with students, I see mainly the following. Some of these questions aren’t in the interview process, but I think they’re important questions and they’re included.

    Why Should You Consider Professional Resume Writers Free Help?

    In CV and resume

    • What is a CV?
    • What is a resume?
    • How long does a resume need to be? How long does a CV need to be?
    • What is the difference between a resume and a curriculum vitae?
    • What are the differences between a CV and a resume?

    Having a good resume is a good first step.

    • After HR has read your resume, do you have a clear plan? If your performance can match the description on your resume, then basically HR has a clear plan.
    • A lot of people’s resumes are chaotic.
    • If you are happy with your resume, then you are a chaotic thinker.
    • Do you think that the company will not do anything wrong to you?
    • Most resumes are full of words like “very good” and “good”.
    • What is “very good?”
    • Most of the time, HR will believe that if you say ‘very good’ or ‘good’, then you don’t have anything to prove and your resume will get thrown out.
    • Some things are difficult to quantify.
    • HR will evaluate your ‘goodness’ based on the overall level of your resume.

    Inflated resume.

    I’d venture to say 99% of resumes have exaggerated elements. Properly fleshed out by HR doesn’t matter, you’re here to apply, and people have a habit of fleshing out their resumes. When Is the Best Time to Get Professional Resume Writers Free Help? But if there’s false information on your resume, it’s a scam, and you won’t be hired anywhere.

    I once got a resume from a company that said “I’m an intern at this company. I’m in charge of these projects.” How can a person who hasn’t graduated be in charge of a project that’s so important? I was just sorting out a bunch of common stuff in the project, and I didn’t even go into the substantive work.

    If you say you’re involved in the project, that’s fine, but say “responsible” and say “I can’t do it without myself,” that’s too much of an exaggeration. Who Can Benefit from Professional Resume Writers’ Free Help?

    In Interview

    Professional Resume Writers Free Help: Get the Job You Deserve!

    The first step is to introduce yourself.

    I’m not going to bore you with all the details here. If you’re not ready for this step, then you’re being irresponsible to yourself and to the company you’re applying to. But the truth is, most people aren’t. So, the next BalaBala round is like trying to hypnotize HR or having HR read your resume once and HR is ready to fire you. Some people aren’t ready, they just don’t know how to sell it. If you haven’t thought about this yet, wait until you do.

    I am unfamiliar with the company and the role you are applying for.

    There’s nothing to tell here. You don’t need to remember the company’s history, and you don’t need to have a comprehensive knowledge of the position. But at the very least, you need to know what this company does. You need to know that this position is about responsibility. The above Tips for Making the Most of Professional Resume Writers Free is good Help. What kind of responsibility? What kind of skills do you need?

    In Communication skills.

    Facial and tone of voice

    A lot of interviewees don’t have any facial expressions. Their tone of voice is that of a mosquito. Their eyes are always fixed on the table. If you were chatting with your classmates and they looked like that, would you still have the courage to continue talking?

    On the other hand, a lot of interviewees’ facial expressions are rich, their voice is very expressive, and their voice is loud enough to be heard outside the conference room. If it’s a repertory company hiring actors, then that’s fine.

    Confused and confused.

    This is the most obvious issue. When a question came up, the language was grandiose, but it was overwhelmed by HR’s question, “What do you want to tell us?” Let’s take the most common question, “Why do you think you’re a good fit for this position?” The answer is, “I’m passionate about this job and I believe I can do it right. I work hard and I’ll do my best if you give me a chance.”

    At this point, I’ll call it quits. If you’re still having this casual conversation, it’s a waste of everyone’s time. HR wants to hear something practical, something that impresses you, and something that’s different from others. You said a lot of pretty words when you broke them down, but none of them mean anything.

    In most interviews with students

    These questions are more or less the same. Most of us have experienced this. When HR asks a question, we don’t know what to say, but we have to answer it. So we break it off first and talk from point to point, thinking while talking. The more ridiculous the talking, the farther away the final answer is.

    HR asks about your internship experience on your resume or the process of some activities. I hope you explain it. This isn’t a problem at all. A lot of people’s answers are stilted and confused. They come back to the front of the conversation while talking, then jump to some other place. Trust me, it’s not a sign of your jumping thinking, even if it is, it just shows how bad your leap thinking is.

    Generally

    There are several ways to answer this type of question:

    • STAR method
    • S-Situation
    • T-Task
    • A-Action
    • R-Result
    • In what environment
    • What task did you get
    • What did you do/what did you do
    • Where is the contribution
    • What kind of results did you achieve in the end
    Sometimes HR will ask you a question
    • This is a common interview technique
    • There is no correct answer
    • At this stage, HR is worried about you
    • How you think
    • How you respond to problems
    • Some people huddle and can’t say anything
    • Some people’s answers jump around
    • Your thinking is unclear
    • Some people get more passionate as they speak

    This will be discussed below

    • There’s no magic solution, it’s all about your accumulation in your day-to-day life.
    • If there’s a magic solution, I can’t tell you what it would be.
    • All I can tell you is the most basic approach.
    • Start from the root of the problem and work your way down, one step at a time.
    • Come up with a strategy.
    • The upside is that you’ll have relatively clean thinking.
    • At the very least, it won’t keep HR up at night.
    • The downside is that it restricts your thinking and doesn’t dig deep enough.
    • That’s why picky HR will be so unhappy.

    Wording.

    The same word can mean two different things to two different people. I’ve seen this time and time again. When I asked the other party about their internship experience, they said “doing chores”. Of course, what you do in the internship unit is very basic work. Maybe it’s almost like doing odd jobs. But if you answer like that, HR has two thoughts: first, “This person doesn’t take work seriously”; second, “This man is so ambitious”.

    The language used in the interview can reflect the person’s language skills, adaptability, and true mentality. So don’t bring the same set of words you talked about in the dorm to the interview. Put yourself as a professional when you start the interview. It’s also important to note that HR doesn’t like overly colloquial language or an official tone. Someone who can’t even speak well will have a lot of problems in real work.

    Do not understand the problem.

    When responding to questions, many people tend to wish they could express themselves better in the answers. Of course, it’s a form of self-marketing, but please listen to the questions first and express yourself properly while answering them. Only then will you see the impact? If your answer doesn’t match the question, I’m sorry, but HR is getting impatient.

    Understanding the problem isn’t just about understanding the problem itself, but also understanding the problems behind the problem. Sounds mysterious, doesn’t it? It’s not just about your ability to answer a question, but it’s about your thinking ability. It’s about depth and breadth while also testing your calmness.

    In most cases, the answers that HR wants you to give are much deeper than the questions themselves, so you’ll also need to learn which questions HR wants you to clarify in just a few sentences, and which questions I want you to answer in-depth, breadth, thoughtfulness, and creativity. By the time you’re ready to answer the questions, HR will be ready to offer you an offer.

    Don’t get close.

    No matter how well-connected you are with HR in private or how well-dressed someone introduced you to them, it’s not a good idea to get too close to HR while you’re interviewing. You might know some of your friends and meet with them during your interview. You’ll still need a formal address as your interviewer. If you perform well enough, based on your friends, you’ll naturally get an extra point. If you’re not good enough for this role, you won’t be offered an offer.

    Once upon a time, I had a candidate who thought the other party’s business acumen was good when we first met. He had a few more questions, and he planned to pick a different time to discuss them in detail. But before the call ended, he suddenly said, “We both I’m pretty familiar.” This person ended up on the list as a route. His impression points dropped significantly.

    In many cases, even though HR wants to make you an offer, you call him by his nickname in the company which makes him feel uncomfortable. If he makes you an offer, his colleagues and leaders in the company will ask if there is a relationship between you and him, and it will cause more problems in the future, and I don’t want to send him an offer, and I think he’s a very good person, and he’s still my friend. In this situation, it’s often hard to make a decision that suits both sides.

    Knowledge accumulation

    Professional knowledge.

    I don’t need to tell you how important this is. If you want HR to know that you haven’t read a book for four years, read it again. Even if it doesn’t help you in an interview, it’s worth your time and money.

    Knowledge beyond the major

    This is something that some language majors should focus on more. Students who study languages and those who study economics or management have different knowledge systems. They also have very different ways of thinking, which is most evident in logic.

    Don’t complain about the restrictions on majors because I’ve met many people and I really can’t change my mind. On more than one occasion, I’ve seen students who study languages or literature speak very well, but when asked very practical questions, they don’t know.

    They don’t have any consideration in this regard. There are so many issues and contexts in economic life that even some students with a background in economics use vague terms to describe them. When HR analyses and asks layer after layer, it gets more and more confusing.

    It started to get messy. These are the reasons I didn’t have a good understanding of knowledge. A lot of things are known without understanding why. They speak well, but they are ashamed when asked by HR.

    Psychological quality

    Emotional control.

    Emotional control is especially important in the interview environment. You must learn to control your mental state at all times. For example, let’s say HR asks a question and you don’t understand the question. You panic, “Oh no, the offer is hopeless”, your face turns red and you can’t say a word. Just imagine, it’s a small issue and you’re like, “How can the company trust me with bigger issues in the future?” If the question is something you’re good at, and it was well-structured at the start, HR listened and nodded.

    But then you get more and more excited, from the price hike of pork to your Spring Festival travel, speaking of Kosovo’s independence, at this point, HR has already asked a question about your previous evaluation and you start to feel angry. Learning how to control your emotions not only helps you fight adversity but also helps you stay calm in good times.

    Please be assured.

    I’ve met people who said “I don’t have much experience, and I’m not particularly good”, and I want to ask them, “Why are you here then?” Of course, you don’t, but you’re still a student. If you’re an excellent student, you’ve already been hired before the interview. Do we need to talk about that? Some people feel like “I’ll do it for money!” or even “If you want me to give you money, I’ll give you money”. Some people feel like, “I won’t tell you what my salary is” or “I hesitate and I can’t tell the number” and add a bunch of nonsense here and there. Why can’t I be more simple?

    Regardless of your level, you have a right to say what you think your worth is. If your worth is 0 or even 0-0, I apologize, but the company will not hire you. The company wants you to bring value to the company by bringing value. If you come to the company to bring value, the company will be willing to pay you no matter how much money you bring. But if you cannot bring value, no matter how little money you bring to the company, the company will not consider you. Above you’ll understand, How to Find Professional Resume Writers for Free Help.

    Best Guide to the Professional Resume Writers free help Image
    Best Guide to the Professional Resume Writers free help; Image by Mohamed Hassan from Pixabay.
  • 7 Tips on How to Master a Video Interview as a Physician

    7 Tips on How to Master a Video Interview as a Physician

    Master a Video Interview as a Physician, 7 Tips or Guide on How to its work? The methods used in interviews have changed greatly since the beginning of this global pandemic. More and more, we are finding that companies and hospitals opt for video interviews to screen physicians before hiring them.

    Here is the article to explain, 7 Tips on How to Master a Video Interview as a Physician!

    For some physicians, this is a new experience. How to prepare for a video interview? For others, they may have had one but it didn’t go quite how they had expected.

    When we are out of our comfort zone, we tend to be off our game as well, and that can transfer into how well we perform in an interview.

    To prevent your next video interview from becoming a disaster, follow these seven tips:

    1. Forget That It’s A Video Interview

    Instead of downplaying the interview and acting like it isn’t as big of a deal as a face-to-face interview, put that thought out of mind completely.

    Show up to your video interview as if it were an in-person interview. If this is your first interview straight out of medical school, this article will provide you with information on how to prepare for an interview.

    Make sure you look professional from head to toe. Always be excited and passionate and make sure that comes through in your voice and actions.

    2. Set Up Your System Perfectly

    When doing a video interview, if the quality of the video is poor, unfortunately, the experience won’t be that great either.

    You can help make your video interview go off without a hitch by checking and double-checking all your equipment to be sure that the interviewer has no problem hearing or seeing you during the interview.

    You’ll want to have plenty of natural light, a working microphone or headset, a webcam with a high amount of megapixels; and, that your laptop is set at eye level so that you aren’t looking down or up at the interviewer.

    Turn on the video and check what is visible in the background. You want a clean and clutter-free area, preferably a blank wall, as your background.

    3. Get Rid of Any Distractions

    During the interview, the last thing you need is for a child to burst into the room or a loud garbage truck in the background. You also don’t want your phone to ring in the middle of the interview.

    It’s smart to do a little damage control before the interview begins to divert any distractions from happening at the wrong time.

    This may mean that you turn off your phone, ask someone to take your kids out for a couple of hours, and close all windows and doors to limit outside noises.

    4. Write Notes and Keep Them Visible

    One good thing about video interviews is that you can have a cheat sheet for your interview outside of your interviewer’s view.

    Use this to your advantage and write down some key points that you want to include in the interview. If you’ve rehearsed some answers to possible questions you will be asked, you’ll be ahead of the game.

    But if you haven’t, this tactic can serve you well. You may want to jot down some questions that you want to ask them as well.

    5. Have a Practice Run

    Create a mock video interview with a friend or colleague. This can help you to get mentally and physically prepared for the interview.

    It will also help to ensure that your interviewer can see and hear you since you will have the person on the other end giving your feedback.

    You can give your friend a list of questions that you will potentially be asked and practice answering.

    6. Know What You Want Before You Begin

    Before you start your interview, you need to know not only that you can give them what they want; but also that they are willing to give you what you want.

    As time progresses, and the interviews turn into negotiations; you’ll want to have a professional team on your side to help you through this process.

    Physicians Thrive can help you not only determine how much you should earn as a physician with your subspecialty and experience; but, help you to also ensure that your employment contract is on par with those numbers.

    7. Perfect the “Digital Handshake”

    When you meet someone for the first time you normally introduce yourself and shake their hand. Well, you can’t just reach through a computer monitor and shake someone’s hand.

    This can cause a bit of awkwardness at the beginning of a virtual meeting. To ease into the introductions, make sure you make eye contact with each individual and add a nod and a smile.

    This type of virtual handshake will make everyone on the other side of your computer screen feel noticed and connected to you.

    Conclusion;

    As a physician, you have learned to deal with many difficult situations. No doubt, handling a virtual interview is nothing even remotely as difficult as curing patients.

    However, it can still make you feel uneasy. These seven tips can help you to master a video interview and land your next position.

    7 Tips on How to Master a Video Interview as a Physician Image ilearnlot
    7 Tips on How to Master a Video Interview as a Physician!
  • 7 Tips on How to Master a Video Interview as a Physician

    7 Tips on How to Master a Video Interview as a Physician

    Physician Interview Questions and Answers Tips; The methods used in interviews have changed greatly since the beginning of this global pandemic. More and more, we are finding that companies and hospitals opt for video interviews to screen physicians before hiring them.

    Here is the article to explain, 7 Physician Interview Questions and Answers Tips with Master a Video!

    For some physicians, this is a new experience. For others, they may have had one but it didn’t go quite how they had expected. When we are out of our comfort zone, we tend to be off our game as well, and that can transfer into how well we perform in an interview. To prevent your next video interview from becoming a disaster, follow these seven tips:

    1. Forget That It’s A Video Interview

    Instead of downplaying the interview and acting like it isn’t as big of a deal as a face-to-face interview, put that thought out of mind completely.

    Show up to your video interview as if it were an in-person interview. If this is your first interview straight out of medical school, this article will provide you with information on how to prepare for an interview.

     Make sure you look professional from head to toe. Always be excited and passionate and make sure that comes through in your voice and actions.

    2. Set Up Your System Perfectly

    When doing a video interview, if the quality of the video is poor, unfortunately, the experience won’t be that great either.

    You can help make your video interview go off without a hitch by checking and double-checking all your equipment to be sure that the interviewer has no problem hearing or seeing you during the interview.

    You’ll want to have plenty of natural light, a working microphone or headset, a webcam with a high amount of megapixels, and that your laptop is set at eye level so that you aren’t looking down or up at the interviewer.

    Turn on the video and check what is visible in the background. You want a clean and clutter-free area, preferably a blank wall, as your background.

    3. Get Rid of Any Distractions

    During the interview, the last thing you need is for a child to burst into the room or a loud garbage truck in the background. You also don’t want your phone to ring in the middle of the interview.

    It’s smart to do a little damage control before the interview begins to divert any distractions from happening at the wrong time.

    This may mean that you turn off your phone, ask someone to take your kids out for a couple of hours, and close all windows and doors to limit outside noises.

    4. Write Notes and Keep Them Visible

    One good thing about video interviews is that you can have a cheat sheet for your interview outside of your interviewers’ view.

    Use this to your advantage and write down some key points that you want to include in the interview. If you’ve rehearsed some answers to possible questions you will be asked, you’ll be ahead of the game.

    But if you haven’t, this tactic can serve you well. You may want to jot down some questions that you want to ask them as well.

    5. Have a Practice Run

    Create a mock video interview with a friend or colleague. This can help you to get mentally and physically prepared for the interview.

    It will also help to ensure that your interviewer can see and hear you since you will have the person on the other end giving your feedback.

    You can give your friend a list of questions that you will potentially be asked and practice answering.

    6. Know What You Want Before You Begin

    Before you start your interview, you need to know not only that you can give them what they want, but also that they are willing to give you what you want.

    As time progresses, and the interviews turn into negotiations, you’ll want to have a professional team on your side to help you through this process.

    Physicians Thrive can help you not only determine how much you should earn as a physician with your subspecialty and experience, but help you to also ensure that your employment contract is on par with those numbers.

    7. Perfect the “Digital Handshake”

    When you meet someone for the first time you normally introduce yourself and shake their hand. Well, you can’t just reach through a computer monitor and shake someone’s hand.

    This can cause a bit of awkwardness at the beginning of a virtual meeting. To ease into the introductions, make sure you make eye contact with each individual and add a nod and a smile.

    This type of virtual handshake will make everyone on the other side of your computer screen feel noticed and connected to you.

    Conclusion

    As a physician, you have learned to deal with many difficult situations, you may understand the interview questions and answers. No doubt, handling a virtual interview is nothing even remotely as difficult as curing patients. However, it can still make you feel uneasy. These seven tips can help you to master a video interview and land your next position.

    7 Physician Interview Questions and Answers Tips with Master a Video Image
    Back view of Asian businesswoman talking to her colleagues about the plan in a video conference. Multiethnic business team using a computer for an online meeting in a video call. Group of people smarts working from home. 7 Physician Interview Questions and Answers Tips with Master a Video!
  • Explain the Methods of Job Analysis, with Process!

    Explain the Methods of Job Analysis, with Process!

    Learn and Understand, Explain the Methods of Job Analysis, with Process!

    If you want to study first the Purpose of Job Analysis! So study for better understand. Then learn the Methods of Job Analysis! Now, Though there are several methods of collecting job analysis information yet choosing the one or a combination of more than one method depends upon the needs and requirements of an organization and the objectives of the job analysis process. Typically, all the methods focus on collecting the basic job-related information but when used in combination may bring out the hidden or overlooked information and prove to be great tools for creating a perfect job-candidate fit. Also learn, Meaning and Definition, Explain the Methods of Job Analysis, with Process!

    Selecting an appropriate job analysis method depends on the structure of the organization, hierarchical levels, nature of job and responsibilities and duties involved in it. So, before executing any method, all advantages and disadvantages should be analyzed because the data collected through this process serves a great deal and helps organizations cope with current market trends, organizational changes, high attrition rate and many other day-to-day problems.

    Let’s discuss few of job analysis methods that are commonly used by the organizations to investigate the demands of a specific job.

    Methods of Job Analysis:

    Most Common Methods of Job Analysis

    #Observation Method:

    A job analyst observes an employee and records all his performed and non-performed task, fulfilled and unfulfilled responsibilities and duties, methods, ways and skills used by him or her to perform various duties and his or her mental or emotional ability to handle challenges and risks. However, it seems one of the easiest methods to analyze a specific job but truth is that it is the most difficult one. Why? Let’s Discover.

    It is due to the fact that every person has his own way of observing things. Different people think different and interpret the findings in different ways. Therefore, the process may involve personal biases or likes and dislikes and may not produce genuine results. This error can be avoided by proper training of job analyst or whoever will be conducting the job analysis process.

    #This particular method includes three techniques: Direct observation, Work Methods Analysis, and Critical Incident Technique. The first method includes direct observation and recording of the behavior of an employee in different situations. The second involves the study of time and motion and is specially used for assembly-line or factory workers. The third one is about identifying the work behaviors that result in performance.

    #Interview Method:

    In this method, an employee is interviewed so that he or she comes up with their own working styles, problems faced by them, use of particular skills and techniques while performing their job and insecurities and fears about their careers.

    This method helps interviewer know what exactly an employee thinks about his or her own job and responsibilities involved in it. It involves analysis of job by the employee himself. In order to generate honest and true feedback or collect genuine data, questions asked during the interview should be carefully decided. And to avoid errors, it is always good to interview more than one individual to get a pool of responses. Then it can be generalized and used for the whole group.

    #Questionnaire Method:

    Another commonly used job analysis method is getting the questionnaires filled from employees, their superiors, and managers. However, this method also suffers from personal biasness. A great care should be taken while framing questions for different grades of employees.

    In order to get the true job-related info, management should effectively communicate it to the staff that data collected will be used for their own good. It is very important to ensure them that it won’t be used against them in anyway. If it is not done properly, it will be a sheer wastage of time, money and human resources.

    These are some of the most common methods of job analysis. However, there are several other specialized methods including task inventory, job element method, competency profiling, technical conference, threshold traits analysis system and a combination of these methods. While choosing a method, HR managers need to consider time, cost and human efforts included in conducting the process.

    Process Methods of Job Analysis:

    Job analysis data is collected in several ways with only the specification of the person who is going to carry out the job analysis. Often workers from the HR department participate in job evaluations; also depending on the different methods of job analysis even the managers, bosses, and employees participate. During complicated job analysis, the industrial engineers handle the time and motion studies.

    Another facet of job analysis is the contemplation of the technique used; some techniques of job analysis or methods are observations, interviews, questionnaires and other specific analysis methods. The applications of the techniques used in job analysis mostly depend on the type of organization, its fundamental requirements, and circumstances.

    The various methods of Job Analysis are:

    1. Observation:

    In the job analysis method of observation, the performance of the worker is monitored by a manager, supervisor or job analyst, industrial engineer; the performance is recorded to see whether the tasks and duties are properly done. Job analysis observation may either be continuous or intermittent sampling but the observation is always of limited use since most jobs do not have the capability of doing the observation of the complete job cycles.

    Hence observation is efficient in cyclic jobs and when used combined with other methods. The observation might be used by the supervisor or manager to be familiar with the job and its requirements. During other methods in job analysis, the observation method is immensely useful as it provides vital information about the job.

    2. Work Sampling:

    Work Sampling is a kind of observation; it does not need thorough concentration in all its minute aspects through the whole work cycle. As an alternative; the person doing the job analysis decides the matter and work pace on a specific workday according to the statistical sampling of various actions rather than by constant monitoring and detailed timing of each action. Work Sampling is most effective for regular monotonous jobs and cyclic repetitive jobs.

    3. Employee Diary/Log:

    In this method, the employee himself records his performance in a diary/log along with the frequency of the duty and the time needed to perform. This technique is useful in some ways but becomes tiresome for the employees to record all their duties and the timings. Even some employees believe that the employee diary/log method diverts them from their work and creates unnecessary distractions.

    4. Interviewing:

    In the interview technique of collecting data, the manager or the overseer monitors every job place and the worker performing it. Then a model question or interview form is made to ask the workers and note the answers and to get the proper analysis and complete comprehension of the job and its requirements; one has to talk and interview both the employee and the supervisor.

    This method is exhaustive when the interviewer has to converse with two or more employees in one job. Often the professional and managerial jobs are very difficult and complex to analyze; hence require complex longer interviews. Thus the interviewing method should be combined with any other method for proper assessment.

    5. Questionnaires:

    Questionnaires method is the most popular technique for collecting information in job analysis and a survey device is created and distributed amongst the employees and managers to read and answer. The merits of this method are that bulk information can be collected from the employees without much effort; that also in a short span of time.

    But the problems of job analysis is that it assumes the employee to answer the questions truthfully without any bias but that in reality is quite impossible; as opinions on their work and other things will always be influenced by their personal beliefs. Due to this problem, the job analysis questionnaire is mostly combined with the interviews and observations.

    6. Critical incident method:

    This method consists of observation and documentation of other instances and whether the behaviors were effective or futile to produce the desired results. The critical incident method of behavior includes; the reason of the incident and the circumstance, the work was done by the employee and how it was futile or useful, the assumed outcome of the behavior and also an analysis on the influence the behavior of an employee have on the outcome.

    This method vastly differs from the other job evaluation, methods of conducting job analysis as only here the employee behavior is not recorded when it is performed but later when the behavior has been evaluated to be futile or useful depending on the results.

    Here the behavior is described in retrospect and it is acknowledged that recording of past actions is more difficult and complicated than of present actions when the performance is continued.

    Explain the Methods of Job Analysis with Process - ilearnlot