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@rposbolivia: DIPROVE RECUPERA MOTORIZADOS ROBADOS EN CHILE QUE ERAN COMERCIALIZADOS EN PATACAMAYA E IVIRGARZAMA La Dirección de Prevención de Robo de Vehículos (DIPROVE) recuperó dos motorizados con reporte de robo internacional en Chile, que presuntamente eran comercializados en las ferias de autos de Patacamaya, La Paz, e Ivirgarzama, Cochabamba. El director de DIPROVE, Pavel Tovar, informó que dos personas fueron aprehendidas, una de ellas con antecedentes. #RPOsBolivia #SiempreBolivia

RPOs Bolivia
RPOs Bolivia
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Monday 31 August 2026 18:47:50 GMT
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music_show_eventos
Music_Show_eventos :
2 de miles
2026-08-31 19:55:51
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bearilma
💞Rilma 🇧🇴🇪🇸🇲🇦 :
desvíen las noticias
2026-08-31 19:16:40
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Ask questions that make them prove it. Just like the hiring manager is looking for evidence from you. You’re looking for evidence too. Questions I would ask: 1. “Why is the position open?” Growth? Added headcount? Promotion? Career change? All can be healthy reasons. Repeated turnover or a vague answer? Dig deeper. 2. “Looking at your department, how many people have been on the team longer than two years?” Don’t ask if they have high turnover. Ask for something measurable. 3. “What is the average tenure of the company’s executive leadership team?” Look for stability at the top. 4. “What is the average tenure of the management team within this department?” Now look at stability within the department. 5. “What does success look like in this role on your team?” Are expectations clear and realistic? 6. “What hasn’t worked in the past in this role?” Listen for ownership. Is every former employee the problem? 7. “How would you describe your management style?” Follow up: “Can you give me an example of what that looks like day-to-day?” Make them substantiate it. 8. “How do you typically give feedback when someone on your team isn’t meeting expectations?” How do they handle accountability, communication, and performance? 9. “When someone on your team makes a mistake, how do you typically handle it?” Pay attention to how they answer. 10. “Tell me about the last person you promoted on your team. What did they do to earn that promotion?” Don’t ask if advancement happens. Look for evidence that it does. 11. “What would your current team say is the most challenging part about working for you?” A self-aware leader should be able to answer this. 12. “What tends to create the most pressure or stress for your team?” Listen for chronic understaffing, unrealistic expectations, constant fire drills, or consistently long hours. You’re looking for patterns. One answer may not tell you much. Several answers pointing in the same direction will. #job #interview #careeradvice #interviewtips #hiring
Ask questions that make them prove it. Just like the hiring manager is looking for evidence from you. You’re looking for evidence too. Questions I would ask: 1. “Why is the position open?” Growth? Added headcount? Promotion? Career change? All can be healthy reasons. Repeated turnover or a vague answer? Dig deeper. 2. “Looking at your department, how many people have been on the team longer than two years?” Don’t ask if they have high turnover. Ask for something measurable. 3. “What is the average tenure of the company’s executive leadership team?” Look for stability at the top. 4. “What is the average tenure of the management team within this department?” Now look at stability within the department. 5. “What does success look like in this role on your team?” Are expectations clear and realistic? 6. “What hasn’t worked in the past in this role?” Listen for ownership. Is every former employee the problem? 7. “How would you describe your management style?” Follow up: “Can you give me an example of what that looks like day-to-day?” Make them substantiate it. 8. “How do you typically give feedback when someone on your team isn’t meeting expectations?” How do they handle accountability, communication, and performance? 9. “When someone on your team makes a mistake, how do you typically handle it?” Pay attention to how they answer. 10. “Tell me about the last person you promoted on your team. What did they do to earn that promotion?” Don’t ask if advancement happens. Look for evidence that it does. 11. “What would your current team say is the most challenging part about working for you?” A self-aware leader should be able to answer this. 12. “What tends to create the most pressure or stress for your team?” Listen for chronic understaffing, unrealistic expectations, constant fire drills, or consistently long hours. You’re looking for patterns. One answer may not tell you much. Several answers pointing in the same direction will. #job #interview #careeradvice #interviewtips #hiring
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