Our quizzes work in a rapid, single-click visual answer interface that we believe interferes much less with your emotional state than conventional online surveys. Here’s how it works: taken together, our methodology captures subconscious thoughts, impulses, emotions and inherent likes and dislikes. These thoughts are less influenced by contemplated responses that we usually see with conventional statement-based personality tests. We believe that this innovative method of questioning enables us to understand complex issues in a less invasive way. Online word-based surveys and questionnaires rely on radio-buttons, tick-boxes and drop-downs menus that require hand-to-eye coordination. Think about it: all of these actually inhibit your emotional responses, and may cause stress and fatigue. Therefore, word-based surveys move you, the respondent, into a different psychological state – one that is more analytical. Concentrating on an image quiz is significantly easier than conventional verbal surveys and we’ve seen that our users like them as well – our quizzes have exceptionally high completion rates which average 80%.

To take this practice test, follow these directions: Work out the math on a separate sheet of paper. When you are ready to see the correct answer, click on the linked answer key page. When you mouse pointer becomes a pointing hand then click in that spot. The answer for that question will be shown. 2. The nonsteroidal medication naproxen (Naprosyn) has been prescribed for a patient, 1375 mg/day in divided doses. Each tablet contains 0.275 g. How many tablets equal this daily dose? 4. The label reads Heparin Sodium 10, 000 USP Units/mL. The order is for Heparin 6, 000 U q6h sc. How many milliliters will you administer to the patient? 5. The physician ordered 0.4 mL of potassium iodide (Iostate) expectorant. The label reads 325 mg/tsp. How many milligrams are contained in this dose? 6. The order is to give 600 mg of Ampicillin IM q8h. The directions for dilution on the 2 gm vial reads: Reconstitute with 4.8 mL of sterile water to obtain a concentration of 400 mg per mL. How many mL will you adminster per dose? 7. The physician ordered 180 mg of Dilantin po q8h. The patient weighs 98 lb. The label of the drug reads 250 mg per 5 mL. How many milliliters will you adminster to this patient per dose? 9. The patient receives Keflex oz ss po q6h. Keflex oral suspension is ordered because he is not able to swallow pills. Keflex oral suspension is avalable as 125 mg per 5 mL. Give ___ mg or ____ Tbsp.

Know the sales interview questions to expect, plan your winning interview answers and stay one step ahead. Get the sales job you want! Although the sales role varies from employer to employer you can anticipate likely interview questions by reviewing the knowledge and core competencies required for success in all sales jobs. The knowledge requirements will vary depending on the organization, the product or service, the scope and seniority of the sales job. Typical knowledge requirements for sales include: sales and marketing principles, techniques, strategy and tactics sales control systems sales computer software sales administration processes Expect sales interview questions such as: "Detail a typical sales cycle in your last position?" "How many appointments did you have in a typical week?" "How much time do you spend directly with a customer or prospect on an average day?" "What percentage of your targets did you achieve?" Sales behavioral interview questions The sales interview will focus on questions that look for evidence of the core competencies or behaviors needed to succeed in a sales job. You will be asked to provide specific examples of when you have previously demonstrated the required behavior. Think about your past experiences, select appropriate examples and plan your behavioral interview answer using the following structure: Describe the specific situation or task you were involved in Detail the action and steps you took in the situation Outline the results and outcome of your actions. What happened, what was accomplished, what did you learn? Go through the sales interview questions that explore these essential competencies. Use the answer guidelines to help you prepare your own excellent sales interview answers. Adaptability Sales jobs involve dealing with a wide range of people, the ability to adjust your approach to the situation and customer is an important job requirement. "Tell me about a situation where your contact person changed at a key account, how did you adjust to the new contact?" "Give an example of when you had to change your approach to a prospect because the initial one failed." In your interview answer show how you maintain performance and your effectiveness in different situations and faced with different people. Include how you are able to adjust your approach to match different demands and challenges. Resilience Key to continued success in sales is the ability to handle and move on from disappointment and rejection. "Tell me about a time you worked hard for a sale but didn't get it in the end, how did you handle the situation?" "Give an example of when you had to overcome strong resistance from a customer." In your interview answer describe how you have maintained enthusiasm and performance after disappointment. How you are able to take negativity in your stride and bounce back quickly. Include examples of persistence and determination in finding solutions to obstacles or challenges. Persuasiveness Sales interview questions will focus on your ability to persuade and influence others to accept your product or service. "Describe a recent approach you took with a brand new prospect." "Tell me how you developed your largest account." In your interview answer describe how you determine customer needs and select the most suitable approach to demonstrate how your product or service meets those needs, deciding on the right interpersonal and communication style. Include how you are able to anticipate and overcome objections, and gain commitment from the customer. Results-driven A strong sense of purpose together with the ability to maintain a high energy level are important contributors to sales success. "Tell me about one of the most time-consuming sales you have made." "What goals have you set for yourself this year, how have you ensured progress towards them?" In your interview answer show how you set yourself challenging goals and put in high levels of effort and commitment to achieve results. Negotiation skills A core sales competency is the ability to reach agreement through successful negotiation. "Describe a recent situation where you negotiated terms with a tough customer." "Tell me about an important negotiation that failed, what went wrong and why?" In your interview answer describe your ability to explore the needs and concerns of the customer, to determine areas of agreement and disagreement, to work out alternatives and solutions to reach a workable agreement for both parties. Presentation skills Sales involves presenting information effectively and convincingly to potential customers. "Tell me about successful formal presentation you made recently." "Give me an example of when you had to make a presentation to an unresponsive audience, how did you handle it?" In your interview answer detail your research and preparation of material for a target audience. Describe how you establish the importance of the presentation to the audience, your ability to organize the content in a logical way, how you read an audience's mood and interact effectively with them. Motivation Expect and prepare for sales interview questions that investigate your purpose and commitment, such as: "What do you regard as the biggest challenge in a sales position?" "What do you enjoy and what do you dislike about sales?" "What attracts you to a career in sales?" Impact Your ability to make an impact, to create a good impression and command attention and respect will be observed during the interview.

Administration support and administrative assistance are core to the efficient operation of a department or company. Office administrative jobs are one of the most commonly listed job opportunities on the job market. Jobs in the administration sector require a wide range of skills and abilities. These interview questions for administrative assistant jobs explore the key skills and competencies required for success in the role. The answer guidelines will help you to prepare for success in your administrative job interview. General Administrative Experience Briefly describe your administrative experience. What do you consider your administrative strengths? How does your previous experience make you a suitable candidate for this job? When describing your past experience focus on the aspects that directly apply to the job you are interviewing for. Consider the needs of the organization and relate your skills and abilities to these. Carefully study the job description or posting to determine what the employer is looking for and outline how your previous work experience has equipped you for this job. Communication Skills Describe the different types of business communications you were responsible for. How do you make sure you have clearly and accurately understood an inquiry or request made of you? Communication is key to any job that provides support and assistance in an organization. Your answers should clearly demonstrate your ability to express yourself effectively both verbally and in writing as well as your ability to listen actively and understand the communication taking place. Planning and Organizing How do you organize your daily schedule and prioritize your activities? Tell me about a meeting you recently arranged. How did you coordinate and schedule it? Tell me about a situation where you had to reprioritize quickly to meet changing demands. Give me an example of how you had to multitask to meet your deadlines. Focus on scheduling and prioritizing activities. How do you decide which are the most important activities? Include criteria such as urgency of the tasks, deadlines to be met, available resources and setting realistic targets. Outline the tools you use to plan your day including the computer applications you have found helpful. Problem Solving Describe a complicated problem you recently had to deal with in your job. How did you go about sorting it out? How do you go about getting the relevant information necessary to understand a problem in order to be able to decide on a possible solution? Information Management What different systems have you used to store information and documents? What record keeping were you responsible for? what sort of data were you responsible for processing? Administrative assistant interview questions will explore your ability to gather and manage information. Detail the types and volume of data you had to manage and how you ensured your information management was up to date and accurate. Teamwork Tell me about a specific contribution you made to improve team performance Describe a situation where you were able to help out a colleague or team member. Administrative assistants have to work effectively as part of a team or group. Your answers should highlight your ability to build relationships with other group members and show how you contribute to team success. Customer Service Skills Tell me about a time you had to deal with a very demanding customer. How did you handle it? Describe a situation where you went out of your way to provide customer satisfaction. Remember when answering administrative assistant interview questions about customer service that your colleagues, supervisors and managers are your internal customers in addition to any external customers that you have to deal with.

Does it seem that youth are born with a mobile device in their hand? They spend hours per day on social networks sharing their thoughts, opinions, and seeking advice. And they’re talking about you. Join the conversation. Hear what they are saying, discover who you’re competing with, uncover their concerns, learn their language, and engage. Connecting with them in their channels can turn a simple question into an application. Work Together as a Team There are a lot of people who touch an application. When you connect the team — financial aid, athletics, student housing — it’s easier to share information, capture all the best ideas, and work as a team to convert an admitted student to an enrolled student. Create a 360° Prospect Profile Have all of the prospective and application data in one place available anytime, anywhere. No more moving data between multiple vendors and products in order to get your job done. Easily conduct email campaigns, send letters, build online forms, track social networking conversations, register for events, enter notes and automate tasks all in one place. Track Your Progress By having all the data in one place, you can easily monitor how you’re doing against your goals. Recruiters and administrative staff can build, view, and deliver reports and dashboards themselves, reducing your reliance on your college’s IT department. View a high-level dashboard showing your current enrollment funnel to see if you are on track compared to previous years. Dig deeper to see which applicants you are pursuing who haven’t completed their requirements for admission. Mobilize Your Recruiters Recruiters are out there meeting prospective students at events and open houses, and need access to their recruiting systems wherever they are. Imagine updating a prospect’s file, communicating with the financial aid officer directly on the record, taking application info on-the-spot, or being able to tell a prospect what’s missing from their application without delay.

Can help you in your quest for great candidates. Choose those more relevant to your business and add your own. Jump to section: Program coordinator duties range from administrative support to program development and regulatory compliance. They title is found commonly in higher education institutions as well as in health and public services. In other industries, duties may differ although the skillset largely remains the same. When screening resumes, you can look for a bachelor’s in a field relevant to the role. It’s a good idea to ask for a couple of years of experience in this role or a similar position, depending on whether you expect them to work independently or under guidance. A great approach at an interview would be to ask situational questions inspired from the particular programs you expect the incumbent to work on. The best candidates will be able to explain how their skills match the responsibilities of the position and talk about their past experience to reinforce their statements. Technology plays an important part in program management so ask questions specifically about it. You should be looking for phenomenal organizational and multi-tasking skills as well as the ability to build rapport with multiple parties. Your ideal candidate should be a self-starter able to think critically and take initiative. Operational and Situational questions Imagine you have to schedule and plan a conference from start to finish. What things would you consider and what steps would you follow? What would you do if an internal client were bothering you with insignificant questions while you had an important task to finish? Role-specific questions How has your background prepared you for this role? How do you think you can contribute to this position? What’s your experience with budgeting/bookkeeping? What kind of technology tools/software should a program coordinator be familiar with? How proficient are you in using them? Do you have experience in dealing with diversity? How do you increase diversity awareness? What’s your experience with fundraising? Rate your skills in creating proposals/presentations on a scale of 1 to 10 Behavioral questions This role involves managing multiple objectives simultaneously. How do you manage your time and prioritize tasks? Recall a time you made a significant contribution to a program Tell me about a time you had a conflict with a co-worker. How did you handle it?

Are you judging a book by its cover letter? Organizations turn to pre employment personality tests for help with recruitment because they’re trying to improve upon one or more of the following problems: high turnover, hiring people that don’t fit the company culture, hiring average or poor performers and increasing the information they have on a candidate. Many organizations place too high an emphasis on a candidate’s education, experience and skills. Rarely is a person let go because the organization did not do a good enough job of discovering this about a candidate. Most terminations, or the reason a person leaves a company, is based on attitude, behavioural or personality misalignments. Just because someone has the knowledge to do a job does not mean they have the motivation to do it on a regular basis. The first step to improving the above problems is to discover what you need in a role by completing a Pro.file Organization job assessment test. The second is to have your applicants complete the Pro.file People pre-employment screening test so you can gather objective, scientific information on their motivation and understand what really drives them as compared to what they’ve sold you on in the interview. See how the Pro.file Organization and Pro.file People tools can be used in recruitment assessment to make a difference in your organization, for any position and in any company – from entry level to management roles and executive/leadership roles.

Behavioral-based questions are the key to hiring right the first time. Anyone can look at the resume and obtain a background check to assess whether a candidate has the basic knowledge, skills, and education for the position. But when you use behavioral-based interview questions, you are truly tapping into the candidate’s application of knowledge, skill, critical thinking capabilities, conflict resolution, and/or management abilities and leadership skills. This will help you assess whether the candidate meets the department expectations and fits into the organizational culture. The following are some examples of behavioral-based questions that you could ask a candidate for a charge nurse position: Describe a situation in which you had to handle a difficult and demanding patient. Give me an example of when you were involved in a conflict with another colleague and describe how you handled the situation. Tell me about a challenging problem that you faced in your previous job. How did you handle it? How do you handle stressful situations? Give me an example and describe how you coped with that situation. Describe a situation that you have encountered in the past that required you go above and beyond your regular duties. Tell me about a situation when you demonstrated initiative and took the lead on a project. Tell me about a time when you had to make an unpopular decision in the best interest of the safe delivery of patient care. Howe have you recognized another employee for a job well done? Provide an example. Provide an example of a time when you had to approach a colleague regarding a regulatory issue. What is the difference between a leader and a manager? Or are they the same?

Numerical aptitude tests are used to measure job seekers at different organisational levels (such as graduate, professional and manager) and occupations/industries. To ensure that the numerical aptitude test is accurately measuring job seekers’ abilities and potential, companies administering psychometric testing typically have a broad range of numerical aptitude tests with different levels of difficulty and benchmarks. The level of difficulty of the numerical aptitude test you will receive is determined by the following factors: The type of role you are applying for – are you applying for a graduate or managerial role? Are you applying for a professional (non-managerial) or managerial role? Are you applying for a mid-level or senior managerial role? When you are applying for a graduate role, employers expect you to demonstrate stronger numerical reasoning skills than a non-graduate. Similarly, if you are applying for a managerial role, you are expected to show stronger numerical reasoning skills than a graduate. The type of occupation/industry you are applying for – are you applying for a HR, marketing or engineering role? For example, if you apply as a graduate for an engineering role, you will be expected to show higher numerical reasoning skills than if you applied for a marketing role. What is a more difficult numerical aptitude test? Each numerical aptitude test has a certain level of difficulty that is fairly consistent across all its test questions. However, you can expect the questions at the beginning of the numerical test to be simpler than those towards the end. The level of difficulty of your numerical aptitude test is typically defined by three factors: complexity of numerical data, amount of numerical data and distractors and, time constraints. As the complexity of numerical data increases, the numerical aptitude test becomes more difficult. Complexity of data is typically related to the number of transformations or calculations you need to do to find the answer. The amount of data relates to the wealth of data offered in a test question. Some questions only offer the numerical data you need to get to the answer, but others have much more data that is used to distract your attention and consume precious time. Typically, a numerical aptitude test with a higher level of difficulty would have more distracting data. The third component is the time limitation. A simple rule of thumb for time constraints is that a numerical test question should take you around 45 to 60 seconds to complete. Therefore, a test at a higher level of difficulty will allow you less time for each test question. The levels of difficulty of numerical aptitude tests mean that even if you have a good background in maths and you are good in solving numerical questions, you are still likely to hit some hurdles when you are taking your numerical aptitude test. Therefore, we recommend that you practise as much as you can before taking the real numerical test. Online, practice numerical aptitude tests You can practise by taking our practice numerical aptitude tests, which are designed to match the level of difficulty of the real numerical aptitude test that you are likely to receive. Upon completing each practice numerical test, you will receive an immediate full test report including: your total score compared against others applying for a similar role a list of your correct and wrong answers detailed answer explanations for each test question so you can learn how to avoid making a similar mistake in your real numerical aptitude test. Online, numerical aptitude test course You can take our online numerical aptitude test course to learn about the strategies and tactics for efficiently solving numerical test questions, brush-up on formulas to calculate percentages, work efficiencies, distances, exchange rate, time travelled etc. The numerical aptitude course also includes the do’s and don’t’s of the numerical aptitude test and numrical aptitude test questions examples.

The IT industry continues to both shape the world and be transformed by it. From cloud computing and mobile applications to social media and infrastructure, few industries change what they do and how they do it more rapidly, and few have to adapt to these changes just as quickly in order to succeed. In information technology recruiting, perhaps more than in any other industry, time is of the essence. Whether you need top talent for an internal IT organization or are a technology provider looking for the industry’s best, our information technology recruiters understand how quickly the competitive parameters can shift, and we effectively and efficiently drive business results. Technology leaders face considerable technical, operational, and managerial challenges. Among them are intense competition, the pace of product innovation, globalization, and changing platforms and business models. As the complexity of these challenges escalates, perhaps the greatest challenge in the industry is finding a continuous supply of innovative talent that can literally transform a company…and the world. That talent can emerge from anywhere and moves rapidly through the technology recruiting arena. Armed with an in-depth understanding of staffing needs and our exceptional network of connections across the industry, our Information Technology recruiting experts can expeditiously deliver technology professionals who have both superior interpersonal skills and strong technical capabilities. Like many in technology, we are innovators. Through market data, analytics, and consistent and candid communication, our information technology recruiting drives lasting results for our clients. With offices around the country, Lucas Group is an information technology recruiting firm that understands both regional nuances and global trends. That geographic reach and industry depth provides our clients with the experience and breadth necessary to excel in a hyper-competitive global environment. Our expert technical recruiters work with mid-tier to Fortune 500 clients to find transcendent IT and software services talent in all major technology areas, including: Application Services Consulting Infrastructure Services Mobility Cloud Computing Electronic Medical Records Business Intelligence Software Lucas Group technical recruiters have deep industry knowledge, in both executive and information technology recruiting. Consider the experience of one of our clients, a leading Healthcare IT company. Recently a VP at the company turned to our technology and software division to help them establish a new, critically-important Electronic Medical Records (EMR) team. The key to this new unit’s success would be finding the best person possible to lead the team and serve as Director. The new Director would be charged with establishing the strategic framework of the unit and aggressively managing the hiring of the entire team. Lucas Group information technology recruiters immediately began by researching both the company and the highly competitive Healthcare IT market. After understanding the strategic context for both and the complete details of the entire group, we quickly and efficiently located the ideal candidate within a few weeks. She, in turn, worked in partnership with us to recruit and hire the founding members of the team. Within the span of ten weeks, Lucas Group technical recruiters had helped this company launch an entirely new EMR unit to help drive future company growth.