Michigan FFA Job Interview Career Development Event

Transcription

1 Michigan FFA Job Interview Career Development Event Objectives To stimulate interest and acquaint students with the employment procedures they will face when applying for a job and to allow students to demonstrate oral and written communications. Team makeup/eligibility Number of Students All participants must be members in good standing with the Michigan FFA Association and on the official roster. Official Dress Official dress is required for this contest. Official dress for FFA members is as follows: Female Members: Black skirt or dress slacks, Whitecollared blouse, Official FFA blue scarf, Black dress shoes with a closed heel and toe, Black nylon hosiery or socks, Official FFA jacket zipped to the top and worn in the manner prescribed by the National FFA Constitution. (The skirt is to be at least knee length, hemmed evenly across the bottom, with a slit no longer than two inches above the knee, excluding the kick pleat.) Male Members: Black dress slacks, White-collared shirt, Official FFA tie, Black dress shoes, Black socks, Official FFA jacket zipped to the top and worn in the manner prescribed by the National FFA Constitution. *Junior High FFA members are allowed to wear FFA jackets but, it is optional. Participants in Junior High contests should not be judged differently for wearing or not wearing a jacket. Judges may deduct 0, 2, 5, 7 or 10 points if the member is not in official dress. Job Interview 1 of 5

2 Contest Personnel Judges Three competent and impartial persons will be selected to judge the event. At least one judge should have an agricultural/ffa background. One judge will be stationed in the holding room and will be responsible for receiving and scoring all letters of application, and job resumes. The remaining two judges will conduct the interview of each contestant. Superintendent The superintendent will monitor the contest room and assist the judges as they compile their final placings. The superintendent of this CDE will adequately prepare the judges before the event competition. Timekeeper The timekeeper should use a stopwatch and the guidelines provided on the Michigan FFA website. The timekeeper should also use the 8 ½ x 11 cards available on the Michigan FFA Website. Holding Room Monitor The holding room should be monitored at all times. Procedure Step by step makeup Two rooms are needed for this contest. 1. One room will serve as a holding room and should be large enough for all contestants. The holding room should have tables or desks for each contestant. 2. The second room will serve as the interview room. The interview room does not have to be large since there will not be an audience for this contest. The interview room should have a table for the two interview judges and three chairs. These tables and chairs will be arranged so that the two judges are on one side of the table and the contestant is on the opposite side. Each contestant will bring three typewritten letters of application, three reference lists and three typewritten job resumes printed on white paper or cardstock. 1. These three items will be the only three items that contestants may provide to the judges. No other items such as portfolios, cover slips, thank you notes to judges, business cards, etc. will be allowed. 2. Application letters and job resumes should not exceed one page each. 3. Contestants may refer to a copy of their resume when filling out their job application. 4. The letters of application must be addressed as follows: Mr. Martin Jones, Personnel Director, Room 200, Lewis Building, Grand Rapids, Michigan Job Interview 2 of 5

3 Each participant will report to the holding room with their (2) completed letters of application and (2) job resumes. As a group, the contestants will be given 15 minutes to complete their employment application. Five points will be deducted for each minute over 15 for completing the application. Following the student's completion of the employment application form, the judge will score the employment application form and the job resume. After all contestants have completed the job application form, they will draw for their place in the interview and the first contestant will proceed to the interview room. The remaining two judges will conduct a minute interview of each contestant. The judges will receive the employment application form, the letter of application and the job resumes at the beginning of the contest. Judges should base some of their questions on these forms, but they may also ask other appropriate questions. Contestants shall apply for jobs or positions in keeping with their occupational objectives. The job must be of an agricultural nature and should be one that the student should realistically apply for with his/her current skill competency. Examples: Acceptable: Assistant Herdsman Conservationist Nursery/Landscape Assistant Ag Mechanization Trainee Parts Department Trainee Field Crop Trainee Soil Laboratory Technician Orchard Assistant Lawn Care Technician Assistant Greenskeeper Veterinary Assistant Horse Trainer Assistant Sales/Cashier Pest Scout (IPM) Produce Manager Assistant Not Acceptable: Professional Soil Scientist Agricultural Educator Agri-Finance Manager Conservation Officer Time The interview should last minutes but will not be timed. Judges will deduct 5 points for each minute (or major fraction, thereof) over 15 minutes for an applicant to complete the job application form. (To avoid penalty, a contestant would have to complete the application within 15 minutes and 30 seconds.) Job Interview 3 of 5

4 Scores Specific sections with points The presentation will be scored on the following criteria 1. Cover Letter 40 points a) Format b) Grammar/Punctuation/Spelling c) Content d) General Appearances 2. Resume 40 points a) Format b) Content c) Grammar/Punctuation/Spelling f) General Appearance 3. Application Form 20 points a) General Information b) Education c) Work Experience d) References e) Capitalization/Abbreviations/Grammar/Punctuation/Spelling f) Overall Impression 4. Neat Appearance 10 points 5. First Impression 15 points 5. Response to questions 55 points a) Knowledge relayed b) Abilities described and match resume c) Accurate d) Convincing and organized e) Shared appropriate experiences g) Consistent responses 6. Communication Skills 55 points a) Persuasive b) Proper grammar c) Enunciation d) Appropriate volume e) Concise, avoid rambling f) Confident g) Sincere h) Poise i) Discretion/Tact 7. Conclusion 15 points a) Posed appropriate questions to employer b) Clarified next steps c) Appropriate thanks and exit Job Interview 4 of 5

5 Determining Awards One judge will rank the contestants based upon their letter of application, resume, and job application. The other two judges will score the contestants based upon their personal interview. These scores will then be combined. Placing and awards shall be determined utilizing the Guide to Ranking Teams and General Rules Governing Michigan FFA Leadership Contests List of Additional Materials In addition to these rules please review the following documents. General Rules Governing Michigan FFA Leadership Contests Job Interview Score Card Guide to Ranking Teams Job Interview Timekeeper Instructions Superintendent Instructions 9/2018 Job Interview 5 of 5

6 Questions You May and May Not Ask of a Candidate Affirmative Action Searches Interview questions must be job-related and should flow from the elements of the position description. Questions should focus on a candidate s abilities and professional experiences related to the responsibilities of the open position. Care should be taken to avoid asking inappropriate and unlawful personal questions at the interview. 1. You may not ask questions about race, color, national origin, religion, gender, sexual orientation, political persuasion, disability, age, or ancestry. 2. You may not ask questions about marital status, (e.g., spouse s name, spouse s employment status, whether the candidate in single, married, divorced, separated, engaged, or widowed), pregnancy, ability to reproduce, advocacy of any form of birth control, plans for a family, or child care issues. You may inquire if the applicant has any commitments that would preclude her or him from satisfying job schedules. If such questions are asked, they must be asked of both genders. 3. You may not ask questions about weight or height. 4. You may not ask questions about one s state of health unless they are job-related. You may inquire about contagious or communicable diseases which may endanger others. 5. You may not ask questions about physical condition unless this information is necessary to determine one s ability to perform a specific job without significant hazard. You may ask if a candidate has any impairments, physical, mental, or medical which would interfere with her/his ability to do the job for which she/he has applied. 6. You may not ask questions designed to discover one s age. 7. You may not ask questions about a foreign address which would indicate national origin. You may, however, ask about the location and length of time of one s current residence. 8. You may not ask questions concerning the candidate s place of birth or similar questions about the parent, grandparents, and spouse of the candidate. 9. You may not ask in a series of interviews for a given position questions of one gender and not of the other. 10. You may ask if one is a U.S. citizen (i.e., for proof of her/his citizenship), if one intends to become a U.S. citizen, or if one s U.S. residence is legal, as well as the status of one s visa. You may not inquire if the candidate is native-born or naturalized. Foreign nationals may only be offered fixed term appointments unless and until they are able to become permanent residents of citizens of the U.S. 11. You may not ask what is one s native tongue or how one s foreign language ability has been acquired. You may inquire into languages which the candidate speaks and writes fluently. 12. You may not ask about one s willingness to work on any particular religious holiday. You may ask about one s willingness to work a required work schedule. 13. You may not ask if a candidate has filed or has threatened to file discrimination charges. 14. You may not ask questions about any relative of a candidate which would be unlawful if asked of the candidate.

7 15. You may not ask questions about organizations that would reveal the race, color, religion, gender, sexual orientation, marital status, national origin, or ancestry of the applicant. You may inquire about membership in job-related professional organizations (e.g., does an applicant for the position in an English department belong to the Modern Language Association?). 16. You may not ask about military service in the armed forces of any country except the U.S., nor may you inquire into one s type of discharge. You may ask if a candidate has served in the Armed Forces of the United States for in a State Militia. 17. You may not ask questions which would reveal arrests without convictions. You may ask if the candidate has been convicted of a crime and if any felony charges are pending against the candidate. 18. You may not ask questions about one s credit rating or request financial data. (Information adapted from Pre-Employment Inquiry Guide distributed by Michigan Department of Civil Rights.)