Media Resources
Who
is Dominique Koukol ?
Dominique
Koukol, Owner, Koukol Consulting and Job Seekers Gold
www.KoukolConsulting.com •
Corporate Hiring, Selection, Succession and Retention services
www.JobSeekersGold.com • Career Transition Services for the Job Seekers
Contact:
Dominique@JobSeekersGold.com
937.684.4705
Transforming Potential into Performance
~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~
Dominique is an organizational
development specialist and career transition coach who helps job seekers and
corporations find and retain the perfect match to meet their career and
corporate human resource needs. In addition to selection processes, Dominique
also specializes in helping organization’s retain and develop top talent.
Prior to establishing her consulting practice in 2005,
Dominique spent 16 years as a Human Resource Specialist in Organizational
Development and Recruiting, with a primary focus on recruitment, retention and
development of talent specific to an organization’s culture and the job and
environment’s critical success factors. In her consulting practice, Dominique
offers a wide range of services for both the job seeker and corporations.
For corporations,
Dominique offers expertise in assessing the technical, behavioral and cultural
critical success factors for positions and integrating these elements
into the selection process. By linking these selection processes with internal
succession planning design and leadership development offerings, Dominique
assists organizations in establishing a culture of learning and gaining a
competitive edge in retaining top talent. Dominique works closely with
corporations to identify the critical success factors for key positions and
developing in-house talent accordingly.
For job seekers
from front line to executive, Dominique specializes in using her knowledge and
expertise of the technical and cultural aspects of the selection process to
coach individuals in designing resumes which garner the attention of the
decision makers in the selection process.
Through enlightening job seekers of the technical aspects of
how resume data bases work and how to research a job and company to identify the
critical success factors and key words, Dominique coaches job seekers in
tailoring their resume and interviews from the perspective of the employer’s
needs and to highlight their transferable skills for the critical success
factors of the job and company.
Best known for her successful e-book, “Job Seekers Gold, What
Savvy Job Seekers Know about Resumes” Dominique offers a “behind the scenes
look” at corporate selection processes and coaches the reader through each step
of developing a resume which resonates with each aspect and person in the
selection process. Her book and consulting practice has helped thousands of job
seekers design a top shelf marketing piece from the perspective of the employer
and land an interview for the job of their dreams.
In her passion for bridging the needs of employers and job
seekers and her understanding of the corporate HR function and selection and
development processes, Dominique offers a unique perspective, beyond potential
to performance. To contact Dominique, please email
Dominique@JobSeekersGold.com or call 937.684.4705.
"Sample Interview
Questions"
Following are sample
questions and answers you can ask Dominique during your interview with her. Each
question is followed by a stump of an answer, just so you can plan ahead, and
see where that question might take your interview. The questions are divided
into Resume and Interview sections.
Resumes
Q: You’re recognized as
a professional Resume Expert, right? Why should someone hire a professional
resume writer to do their resume?
A:
They don’t have to if they have all of the most recent information about resume
screening software and the electronic processes for submission and understand
how to write a resume from the employer’s perspective.
Q: In today’s job market
it seems extra difficult to stand out amongst the competition, how can one
effectively write a resume which stands out amongst the competition:
A:
Do your homework. Know your Audience
Q: How does the
electronic screening software work?
A:
Key words are entered in and it searches
documents for them. The key words carry different weights and the resumes are
ranked according to their “weight”. …. (there’s lots more to this one)….
Q:
How are key words used most effectively in a resume?
A:
Several ways….. a little known fact is that key words are often entered as nouns
rather than verbs, also there are ways to use the heavier weighted key words and
how to figure out what they are. Formatting also matters.
Q:
What is the best first step for someone who needs a resume?
A:
Get the e-book Job Seekers Gold: What Savvy Job Seekers know about Resumes or
visit
www.JobSeekersGold for some additional resource.
Interviews:
Q: Most people can pick
up any book and learn what they need to know about behavioral interviews, what
do you bring that is different?
A:
Not only am I certified in several forms of
behavioral and other interview techniques, but I have designed interview
processes and selection systems. I know the psychology behind the interviews and
the corporate trends of what they are looking for. I know how candidates are
scored and can teach any candidate to be most effective in an interview by
measurably demonstrating the “Price of Admission Competencies” and the “Soft
Skills” as they are most relevant to the employer.
Q: I noticed you are
booking speaking engagements right now related to interviewing and assessing
Learning Agility. What is Learning Agility?
A: Learning Agility is a
behavior which can be observed in various stages of expertise/ development. It
is NOT a measure of how “book smart” a person is…. It is a behavioral attribute
related to versatility.
Q:
How is learning agility assessed in an interview?
A:
Book a seminar of mine and find out! ;-) ….
It has 5 stages of
development which can be evident in a person’s responses to certain types of
questions.
Press Releases
December 9th, 2008
Resume Writing in a Tough Job Market: It still pays to do your homework.
Live Appearances
Nursing Management’s Recruitment and Retention Conference, Chicago, Illinois
March 27-29, 2009, Hyatt Regency
Topic:
Learning Agility: Assessing this Key Indicator of Potential in the Interview
A
culture of learning directly correlates with retention. Learning agility
directly correlates with success in management and leadership. Research shows
that people high in learning agility perform well in
first-time, challenging, and adverse situations. Recruitment of individuals
screened for learning agility increases an institution’s strength by
hiring for future potential. So why do we overlook this critical
success factor when assessing candidates and promoting successors?
Through the natural process of listening to a candidate’s
responses, you
can easily assess this for quality.
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