June 3, 1987, Portland Observer, Paye 11
7. What outstanding traits or talents do you bring to the position for
which you are applying?
8. What responsibilities would you like to have on the job?
9. What do you consider io be your outstanding job-related personal
characteristics or strengths?
10. What do you think has contributed most to the successes (failures)
you've had?
11. Why are you leaving your present job?
12. How do you see your previous experiences fitting in here?
13. What would be the perfect job description for you?
14. What will you like best about this job?
15. What will you like least about this position?
16. What would you do if . . . ? (a situational question that calls for .your
evaluation and/or value judgement)
17. How do you feel about being supervised by someone with less educa
tion that you have? . . . younger than you are?
18. Do you mind routine work?
19. How do you work under pressure?
‘Black Youth Growing Up
Without Job Experience
Stanley S. Scott
Stanley S. Scott Promoted
At Philip Morris
The appointment of Stanley S. Scott as Vice President, Director of Cor
porate Relations and the Assistant to the Chairman, was announced re
cently by Philip Morris Companies Inc. He will report directly to Hamish
Maxwell, Chairman of the Board and Chief Executive Officer.
In making the announcement, Mr. Maxwell said the appointment of Mr.
Scott was made "to improve our corporate ability to manage key external
issues which affect the company's business."
Previously, M i. Scott served as Vice President and Director of Coiporate
Affairs Piior to joining Philip Morris in 1977, Mr. Scott served in the White
House dunng both the Ford and Nixon Administrations as Special Assis
tant to the President.
Mr Scott is a former New York newsman who also seived as Assistant
Director of Communications during four and one half years in the White
House His government service also included work in the State Department
as Assistant Administrator of the Agency for International Development.
"I look forward to my new duties and to the opportunities and challenges
it brings Mr Scott said. "This promotion enhances my ability to manage
key issues affecting the company's bottom line while continuing to support
the organizations involved in works so vital to impioving ou. society for
all its people.“
MC
WA'..
_
WASHINGTON — “ A large part of an entire generation of young blacks in this
country is growing up without the job experience upon which to build future
success in the labor market,” said Janet L. Norwood, commissioner of the Bureau
of Labor Statistics (BLS) of the U.S. Department of Labor.
In remarks before a congressional subcommittee on employment and housing,
Norwood discussed some of the unemployment problems and related labor market
issues faced by black workers and youth.
The commissioner noted that high school dropouts and minority youth, particu
larly black youth, have very serious problems in the labor market.
“ The problem of black y- h, especially those in their teenage years, is quite
severe.” Norwood said. “ T... jobless rate for black teenagers, now 39 percent,
has been around the 40 to 50 percent range for some years now.
“ Their jobless rate is much higher than that for white teenagers and their labor
force participation is much lower. Only about 1 in every 4 black teenagers has a
job. whereas almost 1 in every 2 white teenagers is employed.”
Norwood explained that jobless rates among dropouts in the 16 to 24 year age
group are two and a half times that those for high school graduates. In addition,
their level of labor force participation is quite low.
‘‘Only two-thirds ot the young dropouts are in the labor market, compared with
more than 8 out of 1(1 of those who have high school diplomas but no college
training," the commissioner explained.
“ We are talking about a group of 4.3 million dropouts between the ages ot 16
and 24. 1.4 million of whom are not in the labor force at all and 800,000 of whom
are looki"-’ for but cannot find work,” she said.
Norwc J noted that the problems of minority unemployment are not confined to
youth. “ Adult jobless rates are also much higher for blacks than for whites.” she
said.
.
Norwood noted that although education does help to bring about better job
experiem at all levels of education, the black labor market experience comes up
short of w ites.
“ Wc kn w. for example, that unfortunately much ot our minority population
has not received the kind of education that the white population has had. Black
workers frequently have not had the opportunity io gam the jo b experience so
necessary toi successful performance in the labor market, she remarked
In addition, the commissioner remarked, "a large part ot our minority popula
tion live in areas where employment is declining; they have difficulty in finding
transportation or in moving to the areas where jobs may be expanding. ”
Norwood went on to explain that despite the labor market improvement among
blacks during the recovery period, there has not been any narrowing in the
long-term gap in black/white labor market success.
“ When a black worker is unemployed, the period ot joblessness is generally
much longer than fo r w h ite s .' she s a id .’ * —
George L. Knot
George L. Knox,
Vice President
George L. Knox, III was appointed Staff Vice President of Public Affairs,
Philip Morris Companies Inc. He will report to Hugh Cullman, Vice Chair
man, Philip Morris Companies Inc. Mr. Knox formerly served as Director of
Corporate Communications.
Before joining Philip Morris in 1977, Mr. Knox was associated with Me
Kinsey & Company, Inc., where he participated in consulting projects with
emphasis on organization and marketing in East Asia. He was formerly a
member of the Foreign Service of the United States. He is an alumnus of
the Harvard Graduate School of Business.
Philip Morris Companies Inc. has four principal subsidiaries: Philip Mo<
ns Incorporated, General Foods Corporation, Miller Brewing Company and
Philip Morris Credit Corporation. Philip Morris Incorporated includes th •
following units: Philip Morris U.S.A. and Philip Morris International
Reed Students vs. Apartheid
Campus sit-in organizer and feminist activist Jennifer Katz, ot the stu
dent organization "Reed Out of Apartheid," will discuss the 198/ Reed
College protests which demand divestment and an end to race and sex
disci imination. Radical Women meeting, Thursday. June 25, 6:30 p m . at
Multnomah County Central Library, 801 S.W 10th Avenue Everyone is
welcome
For more information call 249 8067_ Wheelchair ^accessible
.
^Typical Q u e s tio n s A ske d by
h E m p lo ye rs in an In te rv ie w
I- Most interviews take the form of questions and answers The following
¿ e some examples of questions you can expect-and must prepare your-
felf for Prepare for the interview by being able to answer tr.ese questions
ip a way that highlights your job qualifications.
<1
1*2
•<3
$
COMING SOON
►
FOR STEREOs. TVs. VCRs.
What are your career goals?
What do you plan to be doing
years from now ’
How would you describe yourself?
What was your most meaningful job whether paid part time, full-time,
CAMERAS ft ANYTHING
find the most troublesome?
^ king -
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summer volunteer?
wj. What was special about that job?
fe. What did you do particularly well in those jobs? What duties did you
•i
AT TOM S SHOP
SIO SE 82nd
PORTLAND
253*17 7 1
T R Y M E F IR S T !,
___________
THIS BOOKLET CAN CHANGE
™ ewayyouplan
TO PAY FOR COLLEGE.
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Tbats the G.I. Bill. With the Army-
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»
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»
:
THE G I B ill
PIUS THE ARMY
C O llE G E FUND
EMlrtTMFNT
2 years
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3 years
$10.800
$17.000
$22,800
4 W ITS _
$10.800
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EDUCATION
And the rewards of being a soldier
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