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Sr. Demand Manager, $500M Fresh Produce Distributor

Candidate Tools

Resume Writing Tips

The Resume: It’s your first impression – the document that stands between you and the hiring manager.  Question is - How do you make your resume stand out in a crowd of hundreds.  Employers spend approximately 20-30 seconds looking at each resume.  In that short amount of time, they make a quick decision. This decision is normally based on the overall appearance of your resume, the format, and the information you’ve highlighted.  Below we will outline what a successful Supply Chain resume should look like, from things as simple as contact information to the important stuff- like achievements and responsibilities, and how to segregate that information so the hiring manager’s eyes are drawn to it. 

Be Found.  Learn to use key terms.  Your resume needs to work FOR you, not against you.  There are two ways to get your resume out there - submitting it yourself to a company/recruiting agency, or putting it online.  Once your resume is online or entered into a company’s database, it is up to the words you use to get you found.  Now, this isn’t an invitation to stuff your resume with unnecessary adjectives, these “keywords” need to be specific to your experience and relevant to the supply chain world.  The catch is you need to think outside of the box.  There are many ways to say or write certain terms.  If a term (i.e. Sales & Operations Planning, Certified Production & Inventory Manager, purchasing) can be referenced another way (i.e. S&OP, CPIM, procurement / sourcing), make sure all references are included so that in an on-line search, your resume will be found.   Also, if a company is looking for a Demand Planning Manager, but throughout your resume you only use the term “forecasting”, you may not come up in an initial screen.   Remember – most HR professionals may not be familiar with the nuances of supply chain like a recruiting agency specializing in this area would be, so most of the time when searching, HR may only use the information they see on a job description.

Now let’s get into building your resume. 

First things First - Length.  Short and sweet.  Do not turn your resume into your own personal biography.  We recommend no more than 2 pages.  Remember you only have 20-30 seconds to make an impression. 

Parts of the Resume:

Contact Information.  ALL of your contact info.  Name, physical address, email address and phone numbers should all be included at the top of your resume.  We are constantly coming across resumes that do not include either a phone number or an email address, it is important to include both.  It is impossible to know the preference of the hiring manager when it comes to contacting folks.  If all you leave is an email and everyone else leaves a phone number, you could immediately be putting yourself behind the eight ball.   Also, if a company is looking for individuals in a certain geographic area and you choose not to include your physical address, you WILL NOT show up on ANY of their searches. 

Core Strengths.  Bullet points help get to the point.  Use bullet points to list your key strengths and skills, this should follow your contact information.  Eyes are automatically drawn to things that are bulleted.  Since there are many facets of Supply Chain, a nice idea is to list out the ones you have the most experience with and would be important to a hiring manager.  For example:

  • End to End Supply Chain
  • Demand & Supply Planning
  • Change Management
  • Inventory Management
  • Strategic Business Planning
  • Led SAP Implementation

Professional Experience.  Scope and Quantifiable Accomplishments.  Now, here’s an important tip:  DO NOT write a thesis about all your responsibilities for each role.  You want the hiring manager to be intrigued by the information you’ve given them, intrigued enough that they want to reach out to you. Also, for each company list all titles you held there as well as the coinciding dates. 

For each role, include the following:

Company Name

Title                                                                                                                                    Dates

Brief Summary.  This should include:  who you report to, how many people you may manage today, a brief description of your main duties and responsibilities, including the dollar amount, spend amount and/or SKU amount that you are responsible for.  Also, include any software you are currently using or involved in the implementation of. 

Key AchievementsBullet your quantifiable accomplishments.  Eyes will be drawn to these.  Hiring managers ultimately want to know how you can help make them look better.  Your quantifiable accomplishments measure not only your success but also the success of your manager.  Quantifiable accomplishments are anything that can be shown as a percentage (%) or dollar amount ($).  Examples below:

  • Improvements in efficiency
    (If you are in demand planning - Improvements in forecast accuracy)
  • Cost reductions
  • Increases in Revenue
  • Awards won (only non-quantifiable accomplishment that may be worth adding)

Education. School, date and degree.  List all degrees you have along with the subject matter.  You can also include degrees you are currently working on.  There are schools out there that are known for having great supply chain programs; if you were part of one, or supply chain was your focus, then it is important to include that information. 

Certification(s)Industry Knowledge.  In the supply chain world, there are many certifications that are important to some hiring managers, and show your eagerness to grow.  For instance those through CSCMP, ISM, APICS or IBF (Institute of Business Forecasting).  If you have attained any one of these certifications add them to this section of your resume. 

SoftwareExperience Related.  List software that you have used or implemented during your roles.  For example: SAP, Excel, Demantra, Logility, i2, Retail Link, Oracle, Red Prairie, Epicor, Cognos, John Galt, etc.  

Final Tips:

  • Spell check and Proofread!  It’s always a good idea to have a different set of eyes go over your resume. 
  • Your resume should not have personal information that discloses ethnicity, sexual orientation, marital status, age, living situations, or any other personal information that is not directly related to your career.
  • Stick to well-known fonts, like Arial and Times New Roman. Keep the font size and color standard; do not use large fonts or more than one color in your resume.
  • Keep the format consistent and make sure that the resume looks great when viewed online as well as when printed out.

Sample Resumes

LifeWork Search's Guide to LinkedIn

Preparing For The Job Interview

According to a Harvard Business Review study, 90% of hires are based solely upon the interview.  In fact, 63% of hiring decisions are made within the first 4.3 minutes of the interview (courtesy SHRM). So, the interview is probably the most important part of the hiring process. And that's why you need to spend time with your personal recruiter to better understand whom you are interviewing with and the issues that you will be talking about during the interview.

None of this is rocket science, and you've probably heard it all before, but most candidates agree it is a good refresher on basic skills, since most of us don't interview often enough to keep our skills sharp.

Before the Interview  

  • Get a fresh, crisp original résumé.
  • Do your homework - Review the company’s website and make a list of 10 questions (five regarding the position, five regarding the company).
  • Appearance: 1) Wear a dark, professional suit; men, have your shoes shined and wear solid socks.  Get a fresh haircut, and remember, a beard is a high-risk factor. 2) If flying to the interview: Pack an extra shirt, tie, and blouse. Bring an energy bar.

During the Interview - You Must Market Yourself!

  • Be prepared for behavior-based questions (see below)
  • How to be marketable:
    • Education, including Continuing Education and Certifications.
    • Appearance and personality
    •  Professional track record and accomplishments
  • Attitude is everything!  Smile a lot, but don't be phony. Be enthusiastic.
  • Behavior: Mention his/her name often.
  • Compensation question: I am currently making ____.  I have done my homework; I understand what others are paying for this role and trust that you will put together a fair and equitable offer commensurate with my experience.  

For Telephone Interviews:  

  • Walk around, don't sit, you can hear it in your voice projection
  • Give interviewer a warm feeling, tell him or her:
    • I fit in..."; "I didn't know that about you...";
    • "I'm very impressed with..."; "It sounds to me like...";
    • "I really like the scope of responsibility (or area, warm climate, new technologies, customer base, etc.)"   

Identify Problems

  • When introduced, make sure you are on the same page:
  • Expectations for the conversation;
  • Problems that need to be solved in this position;
  • Expected challenges in the hired person coming up to speed?
  • Make a written list of all Hiring Authority's problems: Respond to each problem by weaving in your experiences throughout the conversation
  • Interview must solve the company's problems, or fill a void.  Use achievements and accomplishments to prove beyond a doubt you can solve their problems
  • Collect business card from each party you meet with 

Pre-Close: 5 Step Close  

  • Sing the praises of the company
  • Sing the praises for a win-win opportunity
  • Sing the praises of good chemistry between you and Hiring Authority (why it's good for you, for them).
  • Ask whether they have any concerns moving forward in the process.  Let them tell you what their concerns are, and then address them.  Often the concerns are unfounded, and can be addressed and resolved immediately, using a real life example of a time you didn't have all of the skills, but you learned them and still delivered on time, under budget, etc.  If you do not ask about their concerns, you may not move to the next step in the process because the employer does not understand all of your capabilities.  Plus, they will appreciate the fact that you are proactively handling their concerns.  
  • Ask for the job.   


Sample Interview Thank You Letter

Dear ______________:  

  1. Thank you for taking the time to...
  2. Touch on company hot buttons and how you can solve their problems or help achieve their goals.
  3. Confirm next step (e.g.- next interview, next phone contact, etc.)  


  • Be brief and to the point
  • Use your spelling proof reader and grammar checking program
  • Email Thank You letter A.S.A.P. after interview
  • Use hiring authority's business card to properly address letter

Interview Prep Videos

Behavioral-Based Interviewing

In order to have the most meaningful exchanges of information, we and our clients must be skilled in behavioral-based interviewing techniques. Just as important, we must be sure our candidates are skilled in answering behavioral questions, using the STAR model. STAR stands for:

Situation or Task leading to an action.

  • A situation in which a candidate was involved that resulted in an outcome (positive or negative)
  • A description of the tasks involved in the situation.

Actions or behaviors demonstrated, specifics and ‘how.’ This is where behavioral traits are uncovered.

  • Descriptions of specific actions taken and not taken.
  • References to ‘I’, not ‘we.’

Result, or the specific, tangible conclusion.

  • The outcome that followed from the actions taken.
  • Stated in specific, measurable terms.

Reminders for Candidates

  1. Employers predetermine the skills necessary for the job and then ask focused questions to assess whether or not the candidate possesses those skills. Make it a point to read company literature carefully (websites) and listen closely during the company’s information session to determine which skills an employer is seeking.
  2. In the interview, your responses need to be specific and detailed. Frame them with the STAR process: situation/task, action, result.
  3. Always listen carefully to each question, ask for clarification if necessary and make sure you answer the question completely.
  4. Prepare to give examples of situations in which you have demonstrated the behaviors you have determined to be important to the employer. Do not ramble.
  5. Use your resume as a guide when answering questions. Use examples from past internships, classes, activities, work experience, team participation, etc. to further illustrate your achievements.
  6. Identify six to eight examples from your past experience in which you demonstrated top behaviors and skills that employers typically seek. Think in terms that will showcase your top selling points.
  7. Half of your examples should be positive, such as accomplishments or obtaining goals.
  8. The other half should be situations that started out negatively but ended either positively or in which you were able to minimize the negative outcome.
  9. Vary your examples. Don’t take them all from one area of your past experience. Use fairly recent examples – experiences from the last one to two years.
  10. If you worked in a team setting, describe not only the team’s situation/actions/results, but also your specific role in that team effort.

Behavioral-Based Interview Prep Questions

The majority of our clients seek employees who:

  • Display enthusiasm for the company, its mission and its people.
  • Believe that they can do the job and have well-matched skills.
  • Are coachable and strive to make an immediate contribution.

Clients also factor in chemistry, personality match, experience, relocation, salary expectations, good references, etc., which may make you wonder, ‘What more could anyone want?’ The ‘what’ consists of 13 predictive skills and behaviors that employers evaluate through behavioral-based interviewing techniques in order to make solid hiring decisions. The 13 skills and behaviors and sample behavioral-based questions for each follow.

Focus and dedication to the industry

Does the candidate’s resume reflect enough experience, knowledge and growth in a chosen field?

  • Tell me about a time when someone questioned your credibility in the industry. What was your reaction?
  • Describe a time when you had a conversation with a senior person in the industry and you realized you had more knowledge and insight than they had. How did you deal with it?
  • Think about when you first started working in this industry. What did you do to shorten the learning curve?
  • Discuss a situation in your career when you were given additional responsibilities. How did you handle it?
  • What are your three most important work-related values? Please provide an example of a situation in which you demonstrated each value at work.
  • Describe a situation where your professional expertise made a significant difference.
  • Give me an example of a situation where you had to display enthusiasm for the industry and the company.
  • Give me an example of how you’ve continued to gain knowledge about the industry over the years.
  • Tell me about a time in your career when you considered getting out of the industry altogether. What were you thinking at that point?
  • Explain to me how you keep abreast of the current changes in the industry and give me an example of how this has given you an edge over your competitors.

Technical and professional knowledge

Does the candidate have an appropriate level of understanding of technical skills and professional knowledge and the ability to apply both?

(Questions about a candidate’s technical and professional knowledge will be specific to his/her industry and position.)

  • During your career thus far, what has been the most challenging aspect of applying your knowledge?
  • How have you kept your skills sharpened?


Does the candidate work effectively with others in the organization and outside the formal lines of authority (e.g., peers, other departments, senior management) to accomplish organizational goals and to identify and resolve problems? Does he or she consider the impact of his or her decisions on others?

  • Describe a project in which others you were working with disagreed with your ideas. What did you do?
  • Tell me about a time when you worked on a team when a known leader was not appointed. How did decisions get made?
  • Describe a recent situation that best illustrates your style in taking charge and leading others to accomplish a task. What was the situation? How did you motivate your team members? Who was the hardest to get on your side? How did you do it?
  • Tell me about the last meeting you conducted. What was its purpose? What obstacles did you encounter? What were your objectives? Did you meet them? If yes, how? If not, why not?
  • What is the biggest contribution you have made to the profitability of a business? What problems did you encounter? What was your contribution? Did it work? Why or why not? What was the result?
  • Tell me about a recent situation in which it was important for you to bring about extra effort on the part of your subordinates. What did you do to motivate them? How did they respond?
  • Tell me about a particular person who has become successful as a result of your actions. Who was the person? What role did you play in their development? What is this person doing today?
  • Tell me about a recent time when you had to rely on the cooperation of your peers to get a job done. What was the task? How did you go about gaining their cooperation? What difficulties did you run into? How did you handle the difficulties? How did it turn out?
  • Describe a situation in which you had to arrive at a compromise or help others to compromise. What was your role? What steps did you take? What was the result?
  • What was the most competitive situation you and another team member have been faced with and how did you handle it?


Is the candidate able to relate and compare data from different sources, identify issues, secure relevant information and determine relationships?

  • Describe for me a situation when you had to determine the most pertinent content for a training program.
  • Tell me about a time when you made a poor decision. How did you arrive at the decision? What did you learn from it? Tell me how you implemented what you learned and what the results were.
  • Tell me about a time when you had to make a decision that involved a major problem. What steps did you take in making the decision? What problem(s) did it solve?
  • Describe a time when you helped overcome an obstacle. What was it? How did you overcome it? What was the end result?
  • Give me an example of a time when you had to decide between two possible solutions. Describe your decision-making process.
  • Describe the most prominent mistake you have made during your career. What did you do? What were the results? What did you learn from it?
  • What was the most difficult ethical business decision you have had to make? What did you do? What were the results?
  • Tell me about the most perplexing problem you have faced over the last two years. How did the problem arise? How did you go about analyzing the situation? What alternatives did you consider? What solution did you decide to try? How did you implement the solution? What was the result?
  • Tell me about the last time that you made a decision when the procedures or instructions you were given were unclear, ambiguous or contradictory. How did you decide what to do? What alternatives did you consider? How did the decision work out?
  • Tell me about the toughest decision you have had to make in the past six months. What made this decision so tough? What factors did you consider when deciding? How did you reach your decision? How did it turn out? How would you handle this type of decision differently in the future?


Does the candidate maintain effectiveness in varying environments, tasks and responsibilities, and with various types of people?

  • Tell me about a situation when you had to work with other departments to solve a common problem.
  • Tell me about a time when you were in a situation when the rules kept changing.
  • Tell me about a client that initially rebuffed your calling efforts and what you did to turn that into a positive result.
  • Walk me through the last time you didn’t have the resources in front of you to complete a project. What did you do to be successful?
  • Tell me about a time when you failed but did not let it stop you. Walk me through what you did to turn it around.
  • Tell me about a project that suddenly developed unexpected roadblocks. How did you see it through?
  • Tell me about a problem that you’ve solved in a unique or unusual way. What was the outcome?
  • Give me an example of when someone brought you a new idea that was odd or unusual. What did you do?
  • Tell me about a situation in which you have had to adjust to changes over which you had no control.  How did you handle it?
  • What has been your most uncomfortable professional moment, and how did you move on from it?

Work standards

Has the candidate set high goals or performance standards for him or herself, subordinates, others and the organization? Is he or she dissatisfied with average performance?

  • Tell me how you set goals and measure performance in your current role.
  • How have you differed from your manager in evaluating your performance? How did you handle the situation?
  • Describe for me an example of a time when you were persistent in achieving an objective. What was the objective? What specific efforts did you employ to achieve the objective? What was the result?
  • Describe a situation in which you had rules dictated to you by management that was ‘out of touch’ with what was really happening. How did you handle it?
  • Tell me about a time when your work standard differed from that of your boss or your peers. How did you resolve the discrepancy?
  • Tell me about the most difficult project you ever worked on.
  • Tell me about the most long-term, extra-hour effort you have undertaken in the last year. What was the project or assignment? What extra effort did you put in? Were you successful? Why or why not?
  • Tell me about a particularly boring or distasteful task you have faced in the last 12 months. What was the situation? What made the task so boring or distasteful? What did you do to ensure that the task was accomplished? How did it turn out?
  • Give me a specific example of a time when you had to conform to a policy with which you did not agree.
  • Describe a time when you had to implement upgraded work standards for the team. How did you go about it?

Job motivation

To what extent do activities and responsibilities available in the job overlap with activities and responsibilities that result in personal satisfaction?

  • Tell me about a time when you were ranked #2 in the organization and wanted to be #1. What was the situation? What did you do? How did it turn out?
  • Tell me about a time when you were passed over for a promotion that you thought you deserved. What was the situation? What did you do? How did it turn out?
  • Tell me about a time when you were up against a competitor to win an account. What steps did you take to put yourself ahead?
  • Tell me about a time when you achieved a major goal in your career. What was the goal? What specific steps did you take to achieve it? What was the result?
  • Walk me through the last time you faced a major obstacle regarding a sale. What was the obstacle?  What did you do to overcome the obstacle? What was the result?
  • Tell me about a time in your business career when you could not organize your thoughts around how to approach an assignment. What did you do to overcome your ability to become motivated?
  • Tell me about your most recent interview. With whom was it? What was the outcome?
  • Tell me about the last time you had to motivate a team member or subordinate. What was your strategy?
  • Think about a time when your motivation level was waning. What steps did you take to re-energize yourself?
  • Give me an example of a time when your motivation was particularly high. What was the situation? How did you stay motivated?


Does the candidate make active attempts to influence events and achieve goals? Is he or she self-starting rather than passively accepting? Does he or she go beyond what is necessary?

  • Walk me through the last time you had to deliver on a deadline. What did you do? What happened?
  • Tell me how you plan your average workweek. What do you do? When do you start? When do you wrap up? What do you do to get ready for the next day?
  • Describe a project that required extra work and how you approached it.
  • Give me an example of a time when you set a goal for yourself. How did you achieve it?
  • Tell me about a time when you had to make decisions without prior approval.
  • Tell me about a time when you were recognized for something outside your day-to-day job.
  • Describe a project or idea (not necessarily your own) that was implemented primarily because of your efforts. What was your role? What was the outcome?
  • Describe a situation in which you recognized a potential problem as an opportunity. How did others react?
  • Tell me about a time when your initiative caused a change to occur. What did you learn from that?
  • Describe a time when you have ‘stepped up to the plate’ when others have not.

Ability to learn

Does the candidate assimilate and apply new job-related information promptly?

  • What techniques have you learned to make your job easier or more effective? How did you learn them?
  • Tell me about a time when you had to quickly assimilate new information to solve a problem or perform well in your current role.
  • Walk me through the last time you lost a sale you thought you had. What did you learn from it? How did you implement what you learned?
  • Tell me about the last time you missed a quota. What action did you take?
  • Tell me about a time when you failed to achieve a goal. What was the situation? How did you handle it?  What was the result? How did that result impact your organization?
  • Tell me about a time when you failed, then succeeded.
  • Describe a time when you experienced a setback in your career. What effect did it have on you and your family? What did you do about the setback? What was the end result?
  • Tell me about the last time that you received critical feedback. What critical feedback did you get? Is there a pattern to it? How did you handle the feedback? What were the results? (Probe to determine if there is a pattern to critical feedback.)
  • Take a moment and visualize where you were working ten years ago. Describe a situation where you had to manage people or a project. What did you do?  What were the results? How have you handled a similar situation in the recent past? How does your management style of today differ?
  • Tell me about the most recent technical or analytical skill you have acquired. What led you to acquire this skill? How did you approach it? What would you do differently the next time? Tell me about your most recent application of this skill.

Planning and organizing

Does the candidate establish a course of action to accomplish specific goals? Do they plan proper assignments for personnel and allocate resources appropriately?

  • Walk me through your thought process for your last project – from concept to completion. What did you do? Who else did you ask for help? What obstacles did you encounter? Were you able to deliver on time?
  • Give me an example of a time when you had to prioritize because you were juggling too many tasks.
  • Tell me about a time when your organizational skills proved to be a significant factor on a recent project.
  • Give me an example of a time when your organizational strategy contributed to the success of the team or organization.
  • Describe how your organizational skills enabled you to reach a goal.
  • Managers like you are always juggling multiple projects at the same time. Tell me about a typical situation in which you have had to prioritize your efforts and maintain control.
  • Walk me through the last time a supervisor gave you a list of objectives to complete. What steps did you follow to meet those objectives successfully?
  • Walk me through a time when you had competing demands on your time. How did you address those demands?
  • Tell me about a recent time when your work was very hectic. What did you do to keep it under control?  How many extra hours did you work? For how long?
  •  Which of your past jobs has been most demanding in terms of having to handle a variety of tasks at once? What competing demands did you have to deal with? How did you decide what to do first? How did it turn out?


Does the candidate clearly express ideas in speaking and writing, via his or her grammar, organization and structure?

  • Tell me about a time when your listening skills really paid off.
  • Tell me about a time when communication was an obstacle to success. What did you do?
  • When was the last time you coached or gave advice to a subordinate? Describe the situation. What was the issue? What did you advise? How did it turn out?
  • Describe the last time you disagreed with one of your bosses or coworkers. What was the reason? How did you express your disagreement? What was the person’s reaction? What was the outcome?
  • Tell me about the last time that someone criticized your work. What was the situation? What did they do or say? How did you respond? How well did they justify their criticism? How would you handle the situation next time?
  • Recall a time when you were really angry or frustrated at work. What was the situation? What did you do about it? How did you resolve the situation? (The value in these questions is as much in how the candidate answers them as what he/she says.)
  • Tell me about a time when you had to communicate a difficult message at work. What were the reactions of others?
  • Give me an example of a time when you were able to successfully communicate with another person even when that individual may not have personally liked you (or vice versa). How did you handle the situation?
  • Tell me about a time when you had to use your written communication skills in order to get an important point across.
  • Describe a time when you had to smooth over a miscommunication.

Customer service orientation

Does the candidate make efforts to listen to and understand the customer (both internal and external), anticipate customer needs and give high priority to customer satisfaction?

  • Tell me about the most difficult customer service experience you have handled, perhaps with an angry or irate customer. What did you do and what was the outcome?
  • Describe a time in your career when you had to solve a two-sided customer service issue.
  • Tell me about a time when your target audience was unhappy. What did you do to address their concerns?
  • Think of a customer relationship that you have maintained for multiple years. Please tell me how you have approached maintaining that relationship.
  • Your manufacturing facility shipped the wrong order to one of your important customers. Describe how you solved this problem both internally and externally.
  • Tell me about a time when a customer was extremely satisfied due to your efforts. What was your approach to the situation?
  • Describe an incident when your client/customer request was not in line with your employer’s goal. How did you handle that?
  • Tell me about an incident with a customer where after you walked away you realized you could have handled it differently.
  • When was the last time you had to deliver bad news to a customer and how did you do it?
  • Give me an example of a time when your customer has been unjustly angry over the service they received. How did you deal with that? What was the outcome?


Does the candidate act out of consideration for the feelings and needs of others?

  • Tell me about a time when you and a peer were being considered for the same promotion. How did you handle that situation?
  • Tell me about a time when you had to compete against a member of your own team. What steps did you take to come out ahead while still maintaining the relationship?
  • Tell me of an instance when a colleague achieved the prize you were seeking.
  • Describe for me a time when one of your reports or teammates was feeling a great deal of stress. How did you interact with that person?
  • Tell me about a work situation in which the majority of people wanted to do something one way and you felt differently. What did you do to express your views?
  • Do you conduct formal performance appraisals of your subordinates? Tell me about the last performance appraisal you conducted. Was the appraisal positive or negative? Did the subordinate agree or disagree with your assessment? How did you handle it? What were the results?
  • Tell me about a time when you put a co-worker’s needs ahead of your own. What was their reaction?
  • Describe a time when your sensitivity to a work situation was questioned by a colleague. How did you deal with it?
  • Do you make hiring and firing decisions? Tell me about the last time you had to let a subordinate go.  What was the situation? How did you handle the termination?
  • Tell me about the last time a new person was added to your department. What was your role in onboarding that individual? What did you do to help him/her feel a part of the group?

Video Interviewing Tips

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