POLE CLIMBERS
Ringing Bell Company has to redesign the selection process for the position of outdoor craft technician due to an adverse impact on employment opportunities for women. Currently the failing rate is at 70% for women compared to 30% for men. The reasons identified for high failing rate for the installation school's training program include physical inability to climb poles, fear of height, an accident during pole climbing while at training school, strenuous work involved and some women have also mentioned that they felt influenced by the interviewer while applying for the outdoor craft position of a installer-repairer and line worker.
Inability to effectively communicate the job requirement and description and a flawed interview process that misleads the women candidates in thinking that the interviewer had "influenced" them are some of the factors that's result in high filing rate among women trainees. By redesigning the selection process and the steps involved Ringing Bell Company can mitigate these factors. The HR department at the Ringing Bell Company adheres to the selection process steps like employment testing, physical examination and preliminary interviews but the sequence and tests involved in the employee selection process can be improved based on these recommendations.
The steps involved in the selection process are mentioned in the figure below. HR department would need to realign the processes involved in these steps.
Preliminary Interview:
The preliminary interview is used to determine whether the applicant's skills, abilities, and job preferences match any of the available jobs in the organization, to explain to the applicant the available jobs and their requirements, and to an¬swer any questions the applicant has about the available jobs or the employer. This is where Ringing Bell has to clearly communicate the nature of the job and the skills and abilities required.
A preliminary interview is usually conducted after the applicant has completed the application form. It is generally a brief, exploratory interview that is normally conducted by a specialist from the human resource department. The interview screens out unqualified or uninterested applicants. Interview questions must be job related and are subject to demonstrations of validity.
Employment Testing:
Many types of commercial tests are available to organizations for use in the selection process. Many of these tests have undergone validation and reliability studies. Of the various categories of testing the HR department at the Ringing Bell Company should make Psychomotor and Interest test an integral part of the Employment testing step of the selection Process.
Interview Techniques: First start with informal and see what I can get out of them by just simply asking questions. When and if I get nowhere or become feeling like I am being lied to or
Response: The process consists of screening and interviewing potential candidates through online posting boards and third party listing sites. Once a candidate pool is acquired the top qualified individuals are passed onto the Directors of the respected department. Once the candidates resumes are reviewed they are called in for a first round interview. Members present at the interview at the department heads and the CEO/Executive Director of the organization. A second and third round interview is conducted to narrow down the candidates based on strategic questions.
The hiring process must be altered to put in place sterner requirements than previously. These
At each location, Ehrenreich follows the same basic formula. She seeks housing and then begins the job search. The interviews are similar, generally conducted by someone with no formal in-terviewing skills. There is usually a psychological test of some sort and often a drug test, as well.
There are many aspects that make up a successful interview or interrogation. An investigator does not become a skilled interviewer or interrogator over night. Training and experience are vital to becoming skilled at interviewing and interrogation. Experience is the best teacher, conducting interviews and interrogations is the only way to become more skilled. In this paper I will explain all the aspects that make up a successful interview. I will also explain the difference between an interview and an interrogation.
According to Noe (2012), most experts believe that the most important human resource decision makes by a leader is deciding who to hire. Manager manages the recruitment and selection process. Selection for the best candidates for the job is very important in an organization because the performance always depends on employees, the recruiting and hiring is costly and the legal obligations like mismanaging hiring has legal consequence. The main aim of employee selection is to achieve person-job fit which is identifying the knowledge, skills, abilities (KSAs), and competencies that are central to performing the job. The objective of effective selection is to decide who the right people are, by matching individual characteristics (ability, experience, and training) with the requirements of the job (DeRue & Morgeson, 2007; Kristof -Brown, Zimmermam, & Johnson, 2005). The manager will do checking for reliability and validity of the interviewer. In PPNJ Poultry & Meat Sdn Bhd, the people who manage the recruitment and selection process is the Human Resource department or staffs.
Psychometric tests are designed to measure the behaviour and capabilities of possible employees. (Johnstone, 1999). Employers use these tests to measure two categories of qualities – abilities and preferences (Mills et al., 2011). This provides an effective and efficient way to find the best person for the job as the tests give a true reflection of how an employee can accomplish assigned tasks which is completed online as part of the application process. Candidates are chosen for the next stage of the process through the comparison of test scores, resulting in grouping candidates into high and low percentile scoring categories. The higher scoring applicants are put through to the next stage of the process. This would normally be the interviewing stage. The lower scoring applicants would be declined. This is a form of filtering down the number of applicants, although the interviewing stage provides the means of selection, despite its subjectivity the tests provide a uniform set of standards to measure one candidate objectivity against another (Johnstone,1999). Psychometric
Organizations and companies should embark on the training and development of their staffs in order to reduce cases related to burnout so as they act according to the organizational set rules and regulations. During the employment process emotional intelligence test can be used for recruitment and selection. This helps the HR department to select and hire the best individual who can work towards the achievement of the organization goals and objective.
le when assessing intelligence, interest in the job applied for, motivation and personality. The producers of such tests have stated that they are accurate and completely unbiased. They are supposed to be particularly good at assessment of personality. For example, they can show if a candidate would work well in a team or would be more effective working alone. The following of theses tests are of the following: · performance tests · knowledge tests · aptitude tests · intelligence tests · personality tests Assessment centers tests Job applications are subjected to a wide range of assessments over a whole day or two.
When an applicant meets the five basic requirements the selection process begins. This selection process is lengthy and extensive and it is extremely competitive. The candidate is put through six test and required to pass all of them before he or she can move on to training. The first phase of the selection process is usually a written exam, which will evaluate the candidate’s basic reading and comprehension skills. Background...
Industrial psychologists typically help employers find the best person for a job, evaluate job performance, and train employees. In developing a system for matching an individual to a job, an industrial psychologist must first determine what special knowledge, skills, and abilities the job demands. The psychologist then designs a selection system to judge an applicant's qualifications for the job. The objective of such a system is to predict a person's performance in the workplace. Commonly used selection tools include interviews, letters of reference, work samples, and tests of aptitudes, abilities, knowledge, interests and personality.
Recruitment and selection process are important and essential in the human resource management. Human resource management is a functional process that focuses on the management and recruitment of workers in an organization, also giving directions to workers in the organization. The purpose of recruitment and selection process are helping an organization to find the right person for the right position in a job, employees can know which person is suitable and needed in that specific position through the recruitment and selection process. Recruitment and selection process are about how an organization hire and choose workers during this process, employees are going to choose the most suitable workers and organize the most suitable work for them. (Gedaliahui & Shay, 1999)
Once the department interviews qualified candidates for the interview, they make decisions on the candidate they would like to hire. That candidate is sent back to HRM where they complete the hiring process and contact the applicant with a job offer. Having a hiring procedure as such, saves hiring managers time and costs as well as reducing liabilities that may come along with possibly hiring unqualified employees. HRM and department managers have to have a trust in each other’s role in the hiring process to be successful in finding qualified
To be better prepared you should bring extra copies of your resume. You never know who all will be doing the interview process, and it would look very great to have copies prepared so that everyone could look over your resume if they would like. Having a reference list ready with names, organizations, and phone numbers will reflect greatly on your effort in being prepared. Knowing what type of interview you will be attending will help you prepare for what kind of questions you will be asked, and what kind of things you will be asked to do. Sometimes, the employer will interview you in a group with others and ask you situational interview questions, depending on the position you are applying for. In this case, you would need to be prepared to answer questions in front of others and not just one-on-one with the hiring manager. Researching situational interview questions and preparing real life responses will help during your interview.
Have a realistic interview, and follow all the steps that would have followed in a regular interview. In case of offers from the employer, the candidate should follow up right the way. Finally, interviewers should be asked to evaluate the meeting and give some suggestions. Preparing for an interview is as much important as showing up. Tips to prepare for an interview can be used for any kind of job interview, and must be followed like the interview is real. Stress get into people every time an interview is behind the corner, and a great way to deal with it is to learn as mush as possible about the interview. The applicant should learn bout the job description, experience, and qualification for the position applied. The candidate should prepare some questions in case the employer asks, and practice them. The interview must be approached with positive attitude, which it could improve your performance. Right before the interview, the applicant could talk to a friend or a close person who could boost hi or her motivation. Also, the applicant should look professional, and use a positive body language. Thus, the