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    Hiring The Right Person

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    baldevdas
    This document outlines the key steps in the hiring process: 1) Preparing for the search involves reviewing job requirements, approving postings, and developing a recruitment strategy. 2) Evaluating candidates includes reviewing qualifications, using a selection matrix to evaluate candidates, and checking for inconsistencies in resumes. 3) Interviewing candidates should involve behavioral and situational questions to assess fit, with a focus on asking candidates to provide specific examples. Reference checks and orienting new employees are also important parts of the process.

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    Hiring The Right Person

    Uploaded by

    baldevdas
    32 views25 pages
    This document outlines the key steps in the hiring process: 1) Preparing for the search involves reviewing job requirements, approving postings, and developing a recruitment strategy. 2) Evaluating candidates includes reviewing qualifications, using a selection matrix to evaluate candidates, and checking for inconsistencies in resumes. 3) Interviewing candidates should involve behavioral and situational questions to assess fit, with a focus on asking candidates to provide specific examples. Reference checks and orienting new employees are also important parts of the process.

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    hiring_the_right_persons

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    This document outlines the key steps in the hiring process: 1) Preparing for the search involves reviewing job requirements, approving postings, and developing a recruitment strategy. 2) Evaluating candidates includes reviewing qualifications, using a selection matrix to evaluate candidates, and checking for inconsistencies in resumes. 3) Interviewing candidates should involve behavioral and situational questions to assess fit, with a focus on asking candidates to provide specific examples. Reference checks and orienting new employees are also important parts of the process.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    32 views25 pages

    Hiring The Right Person

    Uploaded by

    baldevdas
    This document outlines the key steps in the hiring process: 1) Preparing for the search involves reviewing job requirements, approving postings, and developing a recruitment strategy. 2) Evaluating candidates includes reviewing qualifications, using a selection matrix to evaluate candidates, and checking for inconsistencies in resumes. 3) Interviewing candidates should involve behavioral and situational questions to assess fit, with a focus on asking candidates to provide specific examples. Reference checks and orienting new employees are also important parts of the process.

    Copyright:

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    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    of 25

    Hiring the

    Right Person
    Should Include:
    • Preparing for the Search
    • Evaluating the Candidates
    • Interviewing the Candidates
    • Checking References
    • Retaining Talented Employees
    Why Is It Important?
    • Wrong employee cost = X times
    salary
    • Time invested in hiring/training is lost
    opportunity cost
    • Reduce turnover
    • Essential to meet Organisation goals
    • Increase customer satisfaction
    Preparing for the Search
    • Review Function Needs
    • Review the Job requirement spec
    • Arrange to Meet with HR
    • Approve the Job Posting
    • Develop a Recruitment Strategy
    Hiring Tip - Modeling
    • Review the traits and
    qualifications of successful and
    unsuccessful employees
    • List the qualities of the ideal
    employee
    HR Actions
    • Provide guidance on required and
    preferred qualifications
    • Draft Job Posting
    • Provide information regarding
    recruitment ads, web sites, etc.
    • Screen for Minimum Requirements
    Evaluating the Candidates
    • Review applicants’ qualifications
    • Develop a Selection Matrix
    • Determine Weightage/Points in
    Advance
    • HR provides basic format
    Reading Between the Lines of CV’s
    • Check dates for discrepancies
    • Review lengths of employment in each
    organisation
    • Review the career graph
    • Examine reasons for leaving
    • Assess the tone and tenor of the
    application
    Statutory rules and regulations

    • What laws are you aware of


    that impact employment
    decisions? – consider all of
    them.
    HR Actions
    • Before proceeding to the
    interview stage, HR reviews
    process and ensures compliance
    with employment rules,
    regulations and laws.
    Preparing for the Interview

    • Review Resume and Application


    • Develop Job Related Questions
    – Education, Experience, Abilities
    • Anticipate Responses
    • HR discusses the methodolgy of
    the interview.
    Questions to bring out Behavioral Traits

    • Use open-ended situation-based


    questions
    – What would... - How would...
    – Tell me about… -Have you ever…

    • As far as possible do not clarify


    open ended questions
    Seek Specific Examples
    • Follow up open ended questions
    with request for specific examples
    • Allow sufficient time for candidate
    to think of example
    Focus on the Behavior You Need

    • To find out if an applicant is an


    effective communicator, ask:
    – What techniques do you use to make
    yourself clear and to ensure your
    customer has understood?
    Focus on the Behavior You Need

    • To find out if an applicant is


    service oriented, ask:
    – What are some of the things that
    motivate or make a job fulfilling
    for you?
    Focus on the Behavior You Need

    • To find out if an applicant accepts


    responsibility, ask:
    – Have you ever missed a deadline
    that others were expecting you to
    meet? How did you feel about
    that?
    Focus on the Behavior You Need

    • To find out if an applicant is


    assertive, ask:
    – Tell me about the last time you
    disagreed with someone on a group
    project. What was the situation?
    How did you handle it?
    Focus on the Behavior You Need

    • To find out if an applicant is


    empathetic, ask:
    – You answer the phone and it is a
    customer who is extremely upset
    and starts shouting at you. What
    would you do?
    Tips for interviewing of candidate
    • Ask applicants to elaborate on
    specific words
    – What do you mean when you say
    you are an optimist?
    – You said you believe in quality
    service. How do you describe quality
    service?
    • ASK ONLY JOB RELATED
    QUESTIONS

    • IF IT IS NOT RELATED TO THE


    JOB - THERE IS NOT A NEED TO
    KNOW
    Interview Format
    • Establish Rapport
    • Explain Interview Process
    • Provide Organizational Overview
    • Asks Questions
    • Provide Realistic Job Overview
    • Answer Questions
    • Explain Next Steps
    Checking References
    • Two Professional References
    Required
    • Verifies and Provides Additional
    Info
    • Past Performance can be an
    Indicator of Future Performance
    Checking References
    • Inform Applicant
    • Prepare Questions and Document
    Responses
    • Not Limited to References
    Provided
    Retaining Talented Employees
    • Conduct Department Orientation
    • Assign a Mentor or Buddy
    • Discuss Responsibilities and
    Expectations in Detail
    • Start New Employees with Real
    Projects
    Retaining Talented Employees

    • Provide Feedback and Offer


    Assistance
    • Provide Resource List
    • Conduct Performance Review
    as per organisational
    guidelines

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