Can anyone please help me with this project ( step by step) . Thank you You arri

Question

Can anyone please help me with this project ( step by step) . Thank you

You arrive at Secure Systems, Inc., for a database administrator position interview. After meeting the Human Resources coordinator, you are given a test to demonstrate your skills in Access. You are asked to create a database from scratch to keep track of all the candidates for the positions currently open at Secure Systems. (We assume that a given candidate can be interviewed for one job opening/position only, and for a given job opening/position many candidates can be interviewed.)

Use these requirements using Microsoft Access:

Create and Name the database DP_ITE120_YourLastnameFirstname.

b.Create two tables: Candidates, and JobOpenings. Create the fields for each table using the suggested fields below. Populate the tables with records indicated in e and f below.

Include a field to rank each candidate on a scale of 1 to 5 (5 is highest).

Set the table relationship between Candidates and JobOpenings. Enforce the referential integrity.

Add 10 candidates – yourself and 9 other students in your class in the Candidates table.

Add the Database Administrator job and four (4) other sample jobs in the JobOpenings table.

Create a query that lists all the database Administrator interviews with a ranking of 4 or 5. Add the last name and first name of the candidate to the query design. Run and save the query. Choose a name for the query.

Suggested fields for the Candidates table:

Candidate ID (to be used as primary key)

First Name

Middle Name

Last Name

Address

Zip code

State

Gender

Ranking

Highest degree

Field of study

Job Number (to be used as foreign key)

Suggested fields for the JobOpenings table:

Job Number (to be sued as primary key)

Title

Description

Yearly Wage

Starting date

Explanation / Answer

The problem: This question can trip you up if you blame someone else or say that you can’t think of a time, says Tom McGuire, cofounder and managing director of Talent Growth Advisors, a human resources consulting firm.

What you should say: A better answer is acknowledging that everybody screws up once in a while, he says. “The question, really, is looking to get at how well you learn,” says McGuire. “A good answer would include, Here’s the mistake I made, here is where I went wrong, and here is what I learned as a result.”

7. WHAT IS YOUR SALARY REQUIREMENT?

The problem: Many job seekers throw out a number, and sometimes it can be based on how much they want the job, says Jayne Mattson, senior vice president of the career-coaching firm Keystone Associates.

What you should say: A better answer might be, “I do not have a set figure in mind as I do not know enough about the position,” she says. “If you are pressed to give an answer, tell them what your salary was in your last role and ask ‘Does that fall within the range of this position?’” she says.

8. WHAT IS YOUR FIVE-YEAR PLAN?

The problem: This is a question that trips up a lot of candidates as it can be tricky to answer, says Tracy Cashman, a senior vice president and partner of WinterWyman Executive Search. “If your expectations are too aggressive, such as, ‘I’d like to be a manager,’ the interviewer could see you as a threat, wanting their job,” she says. “If your answer is too mild, such as ‘I hope to be in the same type of role,’ you can be seen as not driven or ambitious.”

What you should say: A better answer ties your future plans into your past experience and your selling points, says Cashman. “Use this as an opportunity to talk about why you’re interested in them,” she says. For example, “As you can see from my background, I am someone who has been fortunate enough to find good companies to work for where I have been able to progress and be continually challenged. I would hope that my next role allows for that to continue over the next five years.”

9. WHY ARE YOU LOOKING TO LEAVE YOUR PRESENT JOB?

The problem: Bad answers to this question include anything that is negative toward your present employer, sounds too vague, or involves confidential information, such as an impending layoff or client loss, says David Lewis, president and CEO of OperationsInc, a human resources outsourcing and consulting firm.

What you should say: The better answer is anything that implies you are looking to better yourself. “I feel like I can be doing more, and the next step for me there is too limiting or not really available,” he suggests.

10. DO YOU HAVE ANY QUESTIONS FOR ME?

What you should say: Candidates who pass on this opportunity are missing an opportunity to shine, says Mavi. “Having no questions shows not only a lack of interest in the role or the company, but also a total lack of understanding of what the interview process is all about,” she says, adding that asking questions that are easily answered by a quick perusal of a company’s website is even worse, as it will highlight how little you know about that company.

What you should say: A better answer is asking a question that demonstrates an understanding of the competitive landscape of your particular industry, says Mavi. “This will highlight that you’ve given this opportunity some deeper thought,” she says. “Of course, asking questions pertaining to what needs to be achieved, or what has made others succeed or fail in the role, as well as questions about how the department fits into the larger whole of the organization, are all great.”

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