Challenge in Professional career

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What Is the Biggest Challenge in Professional
career?
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What Is the Biggest Challenge in Professional
career?

• One of the trickiest questions to answer for a
  professional is when she is asked what the
  biggest or the toughest challenge of her
  professional career has been till now (meaning,
  till the time of the interview). This is a
  double-edged question, because it is a way of
  showing up the candidate as a complete success,
  or the exact opposite of it. A lot of presence of
  mind and tact is needed to confront a question
  such as this.
• The motive with which this question is usually
  asked is to test what mettle the professional is
  made up of. A deftly handled situation, when
  explained properly and in the right context at
  the interview, can give the interviewer the
  impression of having on hand a candidate who
  doesnt run away from a challenge or gets
  overpowered by it, but rather has the fortitude
  and resilience to take a challenge head on or
  handle it with caution, depending on the nature
  of the challenge.

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• It is always better to be prepared for questions
  of this nature. NetZealous LLC is a leading
  provider of professional trainings in the field
  of human resources. Through its well-known brand,
  TrainHR, it offers professional trainings on all
  areas of HR. With its trainings, many of which
  are approved by the Human Resources Certification
  Institute (HRCI), it offers courses that are
  recognized all over the HR trainings industry.

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Some of the Ways of Answering Questions of This
Nature

• The way a candidate answers a question like this
  is a clear indicator of her ability to deal with
  tough situations. A positive reply is one in
  which the candidate, in the process of explaining
  the situation, gives a fair indicator of the kind
  of leader or person she is. A positive person
  with a ken for leadership only mentions that
  there was a certain challenge that needed
  addressing, never who created it. Even if the
  problem had been a colleagues creation saying
  so will show the candidate in poor light, because
  it will give the impression of being a person who
  blames otters for a bad situation.

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• Another very important point that the interviewer
  assesses in the course of the answer to this
  question is the extent to which the candidate
  takes up responsibility and ownership of a
  situation and the level to which she considers
  her actions as being accountable. These are prime
  traits of leadership. An answer which explains
  the situation vis-à-vis the possibilities of
  success and failures of her decision-making at
  the time of the biggest challenge to her career
  will give a clear indication of these qualities.
• A logical flow of the answer to the question
  should be shown, which gives the impression of
  how logical the candidate is in approaching
  challenging situations. The right way of
  expressing the answer will be to make it linear
  and interestingly narrated. It should be
  described as if the candidate is explaining a
  movie.

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How do TrainHR Trainings Help Candidates Answer
Questions of This Type?

• TrainHR, an HR training portal from NetZealous
  LLC, has the right answers to delicate and
  problematic questions a candidate may face during
  an interview. Its experts are very well known in
  their professions and have earned a reputation
  for helping HR professionals scale their
  professional careers. TrainHR delivers high
  quality trainings in the form of short duration
  web seminars and long duration in person, live
  seminars, which are usually spread over a couple
  of days. It is at sessions like this that it
  helps candidates face issues concerning careers.
  This is among the many topics of training that it
  offers.

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• NetZealous LLCs human resources training
  providing portal, TrainHR equips participants
  with the acumen and skills needed for
  understanding and presenting answers to questions
  they face regularly during interviews. Its
  courses on communication skills improvement,
  business communications, business ethics and many
  other related areas are of great help to HR
  professionals.
• In the current situation, NetZealous LLCs human
  resources training brand, TrainHR could help with
  tips like the following

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Be Clear About The Answer

• When a candidate is asked about the most
  challenging situation she faced in her
  professional career the most appropriate way of
  getting into the answer would be choose a
  particular challenge or episode, rather than
  meander about giving explanations about a number
  of challenges. The candidate may be under the
  impression that tackling this question at
  multiple levels shows her ability to handle
  different types of challenges, but the fact is
  that it takes away the clarity of the answer.

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• Choosing one particular challenge handled in the
  past is a good way of answering. It is good for
  the candidate to take up a particular challenge
  that she felt was a very important one, and one
  which helped her exercise her abilities of
  judgment and intuition and leadership. Let the
  answer be restricted to a particular event to
  make it appropriate. For example, explaining how
  the candidate faced a challenge when the
  organization had to expand to another area of
  business, or how the candidate was called upon to
  draw a list of employees to be fired during a
  particular time such as the recession or during a
  takeover are all good examples of choosing
  specific situations that presented challenges.

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Absolutely No Bullshitting

• A lot of people think that they can get away with
  smartly constructed lies in interviews which ask
  questions like this. Nothing could be farther to
  the truth than this idea. Lies can take you a
  very short distance, at the most till the next
  interview round, but never beyond. Are seasoned
  HR professionals so dumb that they believe
  everything that a candidate says about her past,
  nodding their heads, like kids? No matter how
  neatly packaged, a lie is a lie. Imagine the
  mortification the candidate will have to face if
  the interviewer found out during subsequent
  background checks that everything that the
  candidate uttered was bullshit. There is no
  greater disgrace than being exposed this way.
• The biggest advantage of speaking the truth is
  that you dont have to remember what you have
  spoken. If you have presented the truth about a
  challenge you faced and nothing but the truth
  about it you have no fear about any crosschecks
  the HR may make with your organization, because
  the truth you have uttered at the interview is
  known to everyone in the organization.

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Talk of An Incident of The Recent Past

• HR trainings from TrainHR, a brand of NetZealous
  LLC, impart understanding of the nitty-gritty of
  interviewing. Attending training sessions from
  TrainHR gives professionals the opportunity to
  understand ways of dealing with questions that
  are sometimes framed to test the candidates
  ability to steer clear of walking into a trap.
  When explaining the challenges faced during ones
  professional career for instance, TrainHRs
  trainings help HR professionals understand that
  it is better to mention a recent incident when
  explaining the biggest challenge of her career.
  Talking about something of the distant past will
  have left no easy memories with colleagues with
  whom the interviewing organization may want to
  call back to verify the veracity of the claims.
  During such times, it is better to keep in mind a
  recent incident that the candidate felt tested
  her abilities.

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Learn a Lot More Than to Just Handle Tough
Questions

• While learning the ways of handling tough
  questions at interviews is an important aspect of
  an HR professionals career there are a lot more
  she needs to equip herself with. TrainHR, a
  leading human resources training providing brand
  from NetZealous LLC, offers professional
  trainings on all areas of human resources. These
  trainings are an invaluable learning tool that HR
  professionals can use to advance in their careers
  by staying current with the latest updates and
  happenings in the HR industry.

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• While learning the ways of handling tough
  questions at interviews is an important aspect of
  an HR professionals career there are a lot more
  she needs to equip herself with. TrainHR, a
  leading human resources training providing brand
  from NetZealous LLC, offers professional
  trainings on all areas of human resources. These
  trainings are an invaluable learning tool that HR
  professionals can use to advance in their careers
  by staying current with the latest updates and
  happenings in the HR industry.

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Professional Trainings in All the Areas of
Importance to HR Professionals

• TrainHR, a brand of NetZealous LLC, offers
  professional trainings in all the areas of human
  resources. With a very broad spread of such
  topics and areas, it is the ideal provider of
  human resources trainings for HR professionals.
  Its experts are drawn from around the globe. They
  impart the most relevant and current trainings on
  any aspect of human resources.

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This is just a small list of the areas in which
the NetZealous LLC brand, TrainHR offers
professional trainings

• Affirmative Action
• Age Discrimination in Employment Act (ADEA)
• Americans with Disabilities Act (ADA) ADA
  Accommodation
• COBRA (Consolidated Omnibus Reconciliation Act)
• Department of Labor (DOL)
• Dealing with Errant Employees
• Dealing with Violence at the Workplace
• Discrimination Age, Disability, Gender,
  Genetic, National Origin, Pregnancy, Race,
  Religious, Sex Sexual Orientation

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• Dress Codes / Uniforms
• Employee Retirement Income Security Act (ERISA)
• Employee Benefits Security Administration (EBSA)
• Employment at Will
• Employment Contracts
• Employment Eligibility Verification and E-Verify
• Employment Non-Discrimination Act (ENDA)
• Employment Practices Liability Insurance (EPLI)
• Equal Employment Opportunity Commission (EEOC)
• Equal Pay Act (EPA)
• Exempt vs. Non-exempt Employees
• Fair and Accurate Credit Transactions Act (FACT
  Act)
• Fair Credit Reporting Act (FCRA)

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• Fair Labor Standards Act (FLSA)
• Fair Pay Act
• Family and Medical Leave Act (FMLA)
• Federal / Government Contractors
• Firing/Termination
• Furlough
• Genetic Discrimination and Genetic Information
  Nondiscrimination Act (GINA)
• Harassment - Age, Disability, Gender, Genetic,
  National Origin
• Pregnancy, Race, Religious, Sex Sexual
  Orientation
• Health Benefits Health Care Reform
• Health Insurance Portability and Accountability
  Act (HIPAA)

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• Immigration and Immigration Reform and Control
  Act (IRCA)
• Independent Contractors
• Intermittent FMLA Leave
• Jury Duty
• Lilly Ledbetter Fair Pay Act
• Leave
• Layoffs, Downsizing Reduction in Workforce
  (RIF)
• Mental Health Parity
• Military Leave and FMLA
• Military Service
• Minimum Wage
• National Labor Relations Act (NLRA), National
  Labor Relations Board (NLRB) Employee Free
  Choice Act (EFCA) Unions

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• 19th Century Civil Rights Act
• Occupational Safety and Health Administration
  (OSHA)
• Office of Federal Contract Compliance Programs
  (OFCCP)
• Older Workers Benefit Protection Act (OWBPA)
• Pension Benefit Guaranty Corporation (PBGC)
• Patient Protection and Affordable Care Act (PPAC)
• Pensions Protection Act (PPA)
• Pregnancy Discrimination Act (PDA)
• Retirement Plans
• Sarbanes-Oxley Act (SOX)
• Section 1981 of the Civil Rights Act of 1866
• Sick Leave

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• Substance Abuse
• Temporary Employees
• Title VII of the Civil Rights Act of 1964
• Trade Secrets Protection
• Uniformed Services Employment Reemployment Rights
  Act (USERRA)
• Wage and Hour Labor Laws and Wage and Hour
  Division (WHD)
• Whistle-blowing
• Worker Adjustment and Retraining Notification Act
  (WARN Act)
• Worker's Compensation
• Training Development
• Employee Induction

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• Interviewing Skills
• Professional Etiquette
• Soft Skills Training
• Team Building
• Recruitment
• Background Checks
• Motivation and Retention
• Internal Investigations
• Layoffs Downsizing Reduction in Workforce (RIF)
  
• Personnel Administration
• Change Management
• Crisis Management Disaster Planning
• Employment Practices Liability Insurance
• Ethics
• Leadership

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• Mergers Acquisitions
• Risk Management
• Succession planning
• Performance Management
• Scorecards and Dashboards
• Strategy Maps
• Technology in HR
• Documentation Document Retention
• Electronic Data Management Monitoring
• Communications and Interpersonal Skills
• Integrity
• Foresight
• Conduct
• Business Writing and Presentations Skills
• www.netzealous.com

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