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Strategy for recruitment and selection
Strategy for recruitment and selection
Assess the strengths and weaknesses of different methods of recruitment
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During the Interview
Begin the Interview
The lead interviewer should begin by welcoming the applicant and introducing the other interviewers. The interview should then proceed to walk the applicant through the structure of the interview. This includes stating the types of questions that will be asked, that the interviewers will be taking notes and will provide an opportunity for applicants to ask questions at the end. Finally, the interview should give a clear signal that the interview is about to begin.
Ask Questions
During the interview, interviewers should focus on asking the interview questions, listening to applicants ' responses, asking follow-up questions when necessary, and taking detailed notes. The assessment of applicants ' responses
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This involves combining information from different sources, such as resumes, applications, reference checks, etc., to evaluate applicants and then determining which ones meet the qualifications. When collecting information from various sources, it is important to combine the information systematically in order to arrive at a final decision. Otherwise, even when using valid selection instruments, combining the information arbitrarily may result in poor, inconsistent decision-making.
Make a Selection
Review all the information gathered from applications/resumes, interviews, and references. If a panel was used, gather the group to discuss the applicants. Should interviewer ratings vary greatly, interviewers should discuss their reasons, resolve any major differences and then use judgment for the final evaluation. Finally, decide if there is a suitable candidate(s) and make the recommendation(s) to the appropriate higher level management official or human resources.
Evaluate the Interview
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By evaluating the interview process, you can determine how it may need to be adapted to ensure that it continues to fulfill the organization 's requirements, resulting in effective hiring decisions.
Conclusion
In conclusion, this report serves as a guide to designing and conducting structured interviews. It is critical for any organization to have a firm grasp of the interview process from start to finish so they can insure that the best, most qualified people are hired.
Before the interview it is important to clarify the scope and objectives of the interview. It needs to be clear what outcomes are expected. Next, conduct a job analysis to determine what skills and qualities are required for a position. This information then allows for the identification of the qualities that will actually be accessed during the interview and questions can now be derived to achieve desired results. To properly and fairly assess responses, a rating scale is developed to encourage objectivity and accuracy. Finally, the format of the interview is developed and interviewers are trained
Interviewing is a procedure which recounts to a controlled situation in which one person asks a chain of questions to another person, relating to a specific field (Sommers-Flanagan and Sommers-Flanagan, 2008, p. 18). Interviewing skills are pivotal in making an interview more effective, as it is an overall judgement of candidate’s capabilities (Interviewing skills, 2002, p. 8). The process of Interviewing is divided into five phases i.e. Introduction, opening, body, closing, and termination (Sommers-Flanagan and Sommers-Flanagan, 2008, p. 144). According to Sommers-Flanagan and Sommers-Flanagan (2008, p. 145-154), introduction also named “initiation”, is the initial phase in which the interviewer explains his role, confidentiality policy, rules and regulations, and the purpose of the meeting. Also a person is put at ease and a short informal talk, develops a therapeutical relationship. Then the opening commences with the first question which is more about the person’s current concern (Sommers-Flanagan and Sommers-Flanagan, 2008, p. 154-160). The body or “exploration” phase is the main section of interview as major information regarding the ...
Interviews are very popular among most individuals especially researchers and scholars as they attempt to obtain information and data from an interviewee. However, there are many factors that influence the interview and which determines its success or failure. Often, the interviewer takes charge of the situation, and they have the sole responsibility of asking the questions while the interviewee provides an explanation or an answer to the question asked. As a result, an interview can be defined as a consultation or a discussion in person through which information and data are exchanged regarding a particular phenomenon event with the intention of establishing the interviewee’s position. It is easy to tell the mood and success of the interview
A job analysis a great way to analyzed whether or not the individual is fit for the position. By creating a questionnaire that relates to the daily tasks for the position will narrow done the selection process into a smaller portion. The information given from the Job Analysis is also used to create a Job Description and Job Specification. “Job description identifies the tasks, duties, and responsibilities. The “job specification list the KSAOCs that individuals need to posses to perform a job successfully”(Pynes, 2013). After an individual is hired we must train that individual with the proper format in order for them to understand the concept of work. In this process I will develop a training program that includes all the organizations policies, procedures and daily tasks.
The interview is one of the most critical parts to successful police work, there are many things to take into consideration before beginning an interview, such as preparation, barriers to communication, listening, verbal and non-verbal communication, proxemics, and the location. An interview is usually the first opportunity for the officers to gather facts and information about the occurrence. Throughout the analysis of the following interview between an elderly lady that was assaulted and an interviewing officer, I am going to demonstrate the interviewer’s strengths, weaknesses, the pros and cons of the interview, the seven steps of a successful interview, and some suggestions the interviewer can better from for future interviews.
The person selected (who will be referenced as DM) is the executive vice president (VP) and chief nursing executive (CNE) of a multi-site hospital corporation with over 6,000 staff, physicians, and volunteers. I was very interested in interviewing DM as he was one of the key leaders specifically brought into the organization following the Ministry of Health
An interview is a meeting and a conversation that happens between a potential candidate for a job position in a company and an interviewer, for the main purpose of the interviewer collecting information about the interviewee - such as their job experiences, qualities, and skills - to determine the eligibility of the interviewee’s capability to take that position in that company.
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.
Unfortunately, the development of screening tools in the selection process is not valued enough in many companies. The main goal is the selection process is to hire the best candidate that fits the job duty and or culture of the company. It is extremely important companies make the right use of selection tolls and develop them effectively.
I prepared a questionnaire and included all the relevant questions as stated in the assignment. I was fortunate to get a prompt reply with a narrative description. A phone interview was scheduled on September 23rd to fill in the gaps of the questionnaire which help me in articulating the details for the questionnaire. Since I already had a questionnaire completed by the manager, I was able to formulate more questions based on the questionnaire. This made my note-taking using MS OneNote easy and aided me in preparing the content for this
The Effectiveness of Selection Interviews Evaluate the relative effectiveness of selection interviews as an indicator of likely candidate suitability in the case of a selected business, making recommendations for improvements in procedure. D1 The interview is the final stage of the Recruitment and Selection process. Candidates can be classified as the applicants for a vacancy that they have seen advertised. The chosen business for this question is M&S.
The Technique Of `Behavior Interviewing'--Recruiting The Best For The Job. (1999). Insurance Advocate, 110(13), 20.
Central Idea: I want to educate you on what prospective employers look for during an interview and what they expect from a potential employee.
A firm seeking to fill a vacancy has recruited a suitable pool of applicants. What characteristics should its selection process possess to ensure that the most suitable applicant is offered the job?
During the interview phase the content and purpose of the interview is covered and the gains are achieved. To improve the effectiveness of the exploration phase, several interviewing skills are implemented incl...