✪✪✪ Strength Based Assessment

Wednesday, August 25, 2021 11:48:51 AM

Strength Based Assessment

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You could be asked as many as 30 questions in an hour-long interview. Strength questions don't have a right or wrong answer. It is, however, important that you answer all questions honestly - failing to do so will give the interviewer a false impression of you. Just like in any other interview you'll need to include examples to back up and illustrate your responses. You can draw these examples from all areas of your life including your studies, work experience, previous employment, volunteering or extra-curricular activities.

If you're asked to identify your weaknesses stay away from generic responses such as 'I'm a perfectionist'. Think of things that you've struggled with in the past and select a real weakness, such as a lack of organisational skills that impacts on your ability to meet deadlines, or low confidence when it comes to networking or public speaking. Ensure that you explain how your strengths compensate for this weakness and what you're doing to overcome it. For example, for a lack of organisational skills you could explain how you're using alerts and apps on your smartphone to positive effect and how a combination of lists, spreadsheets and a daily planner help keep you on track. End this response on an upbeat note. When you're answering their questions interviewers will be taking note of your body language and tone of voice, which can provide clues to your sincerity.

If you're genuinely describing something you enjoy you'll be animated and your enthusiasm and motivation will shine through. Many recruiters believe it's impossible to prepare for a strength-based interview. The technique is designed to prevent candidates from planning or rehearsing their responses, as you have no idea what you're going to be asked. However, just because you can't practise your answers doesn't mean that there aren't other things you can do to make yourself interview ready.

No matter the interview technique you still need to do your research into the company and the role. Read the person specification to identify what strengths and qualities the company is looking for. Then make a list of your own strengths. Include your academic, work and social achievements, when you're usually at your best and what motivates you. Think about activities you enjoy doing, subjects you've enjoyed learning about, and also about things you don't like doing and your weaknesses. Think about how all these strengths could be used to the advantage of the organisation you're hoping to work for. Jobs and work experience Search graduate jobs Job profiles Work experience and internships Employer profiles What job would suit me? Job sectors Apprenticeships Working abroad Gap year Self-employment.

Search postgraduate courses Funding postgraduate study Universities and departments Study abroad Conversion courses Law qualifications. What can I do with my degree? Getting a job CVs and cover letters. Applying for jobs Interview tips Open days and events. What is known already: Previous guidelines either lacked rigorous evidence-based processes, did not engage consumer and international multidisciplinary perspectives, or were outdated. Diagnosis of PCOS remains controversial and assessment and management are inconsistent. The needs of women with PCOS are not being adequately met and evidence practice gaps persist. Study design, size, duration: International evidence-based guideline development engaged professional societies and consumer organizations with multidisciplinary experts and women with PCOS directly involved at all stages.

The Grading of Recommendations, Assessment, Development, and Evaluation GRADE framework was applied across evidence quality, feasibility, acceptability, cost, implementation and ultimately recommendation strength. Extensive health professional and consumer engagement informed guideline scope and priorities. Engaged international society-nominated panels included pediatrics, endocrinology, gynecology, primary care, reproductive endocrinology, obstetrics, psychiatry, psychology, dietetics, exercise physiology, public health and other experts, alongside consumers, project management, evidence synthesis, and translation experts. Thirty-seven societies and organizations covering 71 countries engaged in the process.

Twenty face-to-face meetings over 15 months addressed 60 prioritized clinical questions involving 40 systematic and 20 narrative reviews. Evidence-based recommendations were developed and approved via consensus voting within the five guideline panels, modified based on international feedback and peer review, with final recommendations approved across all panels. Main results and the role of chance: The evidence in the assessment and management of PCOS is generally of low to moderate quality.

The guideline provides 31 evidence based recommendations, 59 clinical consensus recommendations and 76 clinical practice points all related to assessment and management of PCOS. Key changes in this guideline include: i considerable refinement of individual diagnostic criteria with a focus on improving accuracy of diagnosis; ii reducing unnecessary testing; iii increasing focus on education, lifestyle modification, emotional wellbeing and quality of life; and iv emphasizing evidence based medical therapy and cheaper and safer fertility management. Limitations, reasons for caution: Overall evidence is generally low to moderate quality, requiring significantly greater research in this neglected, yet common condition, especially around refining specific diagnostic features in PCOS.

Regional health system variation is acknowledged and a process for guideline and translation resource adaptation is provided. Wider implications of the findings: The international guideline for the assessment and management of PCOS provides clinicians with clear advice on best practice based on the best available evidence, expert multidisciplinary input and consumer preferences.

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