...Organization and cultural fit (Person-organizational fit) • Talent and HR philosophy alignment to business strategy • Other attributes; personality, attitude, motivations, teamwork and interests (Person–group fit) and (Person-vocation fit) • Validity/reliability and accuracy of method to achieve staffing goals • Minimize adverse impact, ethical and legal concerns • Maximize ROI/costs of hiring • Candidates reaction (fair, consistent and objective) Source: Strategic Staffing 2nd edition – Phillips and Gully. Chapter 9 Assessing External Candidates page 233- 240 2) Discuss the advantages and disadvantages of both structured and unstructured interviews. Which would you prefer to use? Why? Unstructured Interviews Disadvantages • Standard approach is absent variances by candidate/interviewer • Formal scoring may be lacking impacts the ability compare candidates effectively • Interviewer approach and questions may be irrelevant to competencies. • Perceptions conflicts of interviewers •...
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...STUDENT NUMBER: 016-525-057 TABLE OF CONTENTS Job Ad ..............................................................................................................1-2 Interview Plan ……………………………………………………………...3-8 Beginning-Preparing for the Interview * Conduct a Job Analysis * Develop questions in advance * Develop Rating Scales * Determine the Purpose and Format of the Interview * Train Interviewers Middle-During the Interview * Provide Background * Interview Do’s * Use Probes * Take Notes * Closing the Interview End-After the Interview * Score Responses * Follow-up * Conduct Further Assessment with Reference Checks * Make a Selection * Reminders Developing a Set of Six (6) Competencies.....................................................9-11 * Core Competencies * Functional Competencies * Job- Specific Competencies * Behavioural Descriptive Interview (BDI) Style Question * Answering Behavioural Interview Questions Using STAR Formula * Behavioural Questions Behavioural Anchored Rating Scale (BARS).......................................12 Rating Scales.........................................................................................,,,,,,,,,,,,,,,,,,,.,,.13-14 Appendices * Appendix A- Interview Questions and Answers..............................................15-19 Rationale for Selecting/Not Selecting Candidate ................................................20-21 ...
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...(General Manager) Interview Panel (to be advised) Stage 1 of the Planning Process: 1) Select the Interview Panel and block out appropriate times to conduct the interviews. Ensure interviewees have had training and know their role and responsibility in the process. 2) Determine how many interviews you would like to conduct later in the process. Book interview rooms depending on availability. 3) Analyse job requirements and develop a recruitment plan to determine the requisite knowledge, skills and attributes. Further information on this if required is available in the form of an information booklet 4) Develop Key Selection Criteria – refer to booklet for How to develop Key Selection Criteria. 5) Develop or revise position description – refer to booklet Developing or revising position description 6) Develop interview questions - refer to booklet preparing for interviews. 7) Develop scoring criteria for short listing and other selection techniques to be used. ROLES, RESPONSIBILITY AND WORKING TIMELINES: Select the Interview Panel. Geoff Blackland and Roger Tucker this will need the attention of your experience, Roger being the mail distribution manager it will be required that you evaluate the day to day operations of your current staff members and understand the total skill sets needed of the staff members. In order to proceed to the next stage your findings and recommendations are required by Friday 14/12/2015. Determine how many interviews you would like to...
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...Behavioral Interview Techniques – The STAR Approach Situation or Task Describe the situation that you were in or the task that you needed to accomplish. You must describe a specific event or situation, not a generalized description of what you have done in the past. Be sure to give enough detail for the interviewer to understand. This situation can be from a previous job, from a volunteer experience, or any relevant event. Action you took Describe the action you took and be sure to keep the focus on you. Even if you are discussing a group project or effort, describe what you did -- not the efforts of the team. Don't tell what you might do, tell what you did. Results you achieved What happened? How did the event end? What did you accomplish? What did you learn? Use examples from internships, classes and school projects, activities, team participation, community service, hobbies and work experience -- anything really -- as examples of your past behavior. In addition, you may use examples of special accomplishments, whether personal or professional, such as scoring the winning touchdown, being elected president of your Greek organization, winning a prize for your artwork, surfing a big wave, or raising money for charity. Wherever possible, quantify your results. Numbers always impress employers. Remember that many behavioral questions try to get at how you responded to negative situations; you'll need to have examples of negative experiences ready, but try to...
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...SOC 324 Mock Interview Essay Rubric Your Name: Romesh Gajanayake Instructions: 1. Read through all documents on interviewing inside “Required Readings”, plus the “30-Second Biography” in “Info Interviewing,” before you complete this essay! 2. Save this rubric to your computer. Do not delete or alter any portion of the rubric in the process of responding to the questions. If you delete or otherwise alter the rubric in any way other than adding your responses to the questions, your score for this essay will be zero. 3. Type your answer to each question directly below the question, itself. 4. Save your completed essay again; then submit it via Safe Assignments. Presentation-of-Self: 1. Tell me you are wearing (head to toe) for your interview; including: • Hairstyle, haircut • Face (shaven or not, makeup, earrings, etc. if any) • Clothing • Shoes • Watch, jewelry, etc. On the day of my interview I would wear a dark suit (preferably black) with matching belt and oxford shoes. I will be clean-shaven and have my hair combed back away from my face. I will not wear in jewelry apart from a simple watch. 2. Tell me how you are sitting in your chair, once you have seated yourself in front of the interviewer(s). I would seat myself to a slight right angle to my interview panel so I can good eye contact during the interview process. I would sit displaying good posture and slightly lean forward if necessary...
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...finally had to give GD in Coca Cola, ITC and Schlumberger. So you can never be too sure of what comes your way during the placements. PLACEMENT EXPERIENCE - I started my placement journey by getting shortlisted in Capital One on Day 1. They shortlisted 125 candidates on the basis of resume. Then they took a case study interview and reduced the number to 30. Then again took an aptitude test but finally didn’t give offer to anyone. - Then came Coca Cola on Day 2. They organised GD in the groups of ten each and then there was a single interview of about half an hour which mainly consisted of HR based questions. The topic of the GD was “Are Engineering students wasting time in studies ?”. The interview mainly focussed on the commitment to work with them and asked whether I did any activity depicting leadership skills. - Coca Cola shortlisted candidates with medium profile like moderate CPI with few extracurrecs. I had a target of gettng placed in Qualcomm from second year itself. It came on Day 2 and I got a call from Qualcomm in the middle of the interview of Coca Cola so I could not take their call. Immediately after this I went for the Qualcomm interview but they were not happy and asked me to leave without much interrogation. The results of Day 2 came and I got placed in Coca Cola. AJAYPAL SINGH, MECHANICAL...
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...Job Description Paper BUS 303: Human Resource Management Professor Anwar Chowdhury 20 October 2014 Job Description Paper The society we have entered into requires job descriptions to provide a base for the applicant to become interested and understand they are qualified for the position in which the organization is seeking to fill. The key for human resources (HR), conduct, reflect, and analysis the needs of the organization, designing the right job description and applying the correct assessment, eventually hiring the best candidate. In an effort to find the best candidate, first we must attract them through the job announcement, next, screen the candidates, and finally select the best candidate.(Youssef, 2012) In this paper, I will discuss the tasks, tools and technology, knowledge, skills and abilities, educational requirements, and finish with two assessment methods and why they appropriate to recruiting qualified candidates. A recent position opened in my company for a Surface Maintenance Mechanic, this will be the position I use to describe the different areas of concern for this paper. The tasks provide a clear understanding of where the position will work along with specific and direct points of interest without going into great detail. In this particular case, This position will be located at the Combined Surface Maintenance Shop and the purpose of the position will be “to perform maintenance, repair, troubleshooting, inspection, and/or overhaul...
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...Sample Interview Questions with Suggested Ways of Answering Q. Tell me about yourself. A. This is the dreaded, classic, open-ended interview question and likely to be among the first. It's your chance to introduce your qualifications, good work habits, etc. Keep it mostly work and career related. Q. Why do you want to leave your current job? (Why did you leave your last job?) A. Be careful with this. Avoid trashing other employers and making statements like, "I need more money." Instead, make generic statements such as, "It's a career move." Q. What are your strengths? A. Point out your positive attributes related to the job. Q. What are your weaknesses? A. Everybody has weaknesses, but don't spend too much time on this one and keep it work related. Along with a minor weakness or two, try to point out a couple of weaknesses that the interviewer might see as strengths, such as sometimes being a little too meticulous about the quality of your work. (Avoid saying "I work too hard." It's a predictable, common answer.) For every weakness, offer a strength that compensates for it. Q. Which adjectives would you use to describe yourself? A. Answer with positive, work-oriented adjectives, such as conscientious, hard-working, honest and courteous, plus a brief description or example of why each fits you well. Q. What do you know about our company? A. To answer this one, research the company before you interview. Q. Why do you want to work for us? A. Same as above. Research the company...
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...Table of content Research Background 1 Culture Research 1 1. Consumer Culture: Nail Preference Culture 1 2. When and where were the observations/interviews done? 1 3. Consumer List 2 4. Consumer theory Analysis 2 5. Observation Outline and Question List for Interview. 7 6. Who is the target of this culture? (Both demographic and psychographic profile of the individuals) 7 7. Group Members and their contribution to the project 8 Appendix I 9 Nail Preference Culture of Female Consumers Research Background Since marketers successfully promote the slogan “It is women’s nature to be beauty”, it seems also well-explained a phenomenon why in current market female consumer exists huge growth potential to marketers to pay attention to it. In this research project, we are trying to explore the nail preference culture of female consumers and understand their potential behavior motivations. In order to get practical information from this group of consumers, we interviewed some consumers in Nail D’Amour nail salon store as well as its nail specialist. In addition, we used value – Utilitarian Value/Hedonic Value, Motivation – Maslow’s Hierarchy of Needs, and Decision Making Process Model these three theories to explain behavior and motivations of these consumers. According to the interviewing results, we found that this group of consumers love doing nail is mainly due to its Hedonic value which satisfies consumers’ emotional demands to make...
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...Job Interview Answer: What is Your Greatest Weakness? When you're asked what your greatest weakness is, try to turn a negative into a positive. For example, a sense of urgency to get projects completed or wanting to triple-check every item in a spreadsheet can be turned into a strength i.e. you are a candidate who will make sure that the project is done on time and your work will be close to perfect. Note that the term "weakness" isn't used in the sample answers - you always want to focus on the positive when interviewing. * When I'm working on a project, I don't want just to meet deadlines. Rather, I prefer to complete the project well ahead of schedule. * Being organized wasn't my strongest point, but I implemented a time management system that really helped my organization skills. * I like to make sure that my work is perfect, so I tend to perhaps spend a little too much time checking it. However, I've come to a good balance by setting up a system to ensure everything is done correctly the first time. * I used to wait until the last minute to set appointments for the coming week, but I realized that scheduling in advance makes much more sense. * I would say that I can be too much of a perfectionist in my work. Sometimes, I spend more time than necessary on a task, or take on tasks personally that could easily be delegated to someone else. Although I've never missed a deadline, it is still an effort for me to know when to move on to the next task...
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...talent of winning people over in the first impression isn’t necessarily a natural gift. Just like anything thing in life, the more you practice, the better you get. The better you get, the benefits will become more and more apparent. Interviewing for a job is the most important part of the hiring process. Once you have succeeded in getting the interview, you have the opportunity to sell yourself and give them exactly what they are looking for in an employee. This is your time to shine and make sure that they know you are the one that they want. Whether it’s interviewing for a social club or organization, or for the job of your dreams, the skills you possess will carry you to success. There are simple techniques that are very important in the interviewing process. Eye contact is essential when you are communicating with anyone. Before meeting with the potential employer, do your research. Make sure you know about the company and what your position requires. This way you are able to have a vision of what is expected before meeting face to face. Knowing how to communicate effectively is the most important part of the interview. Non-verbal communication is much...
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...with working with the elderly? Roger questions? 1) How are the funds allocated for human service organizations? 2) What is the difference between a non-profit and for-profit human service organization? 3) What are some of the guidelines for allocated funds from the federal government? 4) Does the funds give them the authority to dictate the organizations day to day operations? Conduct an interview with a social services lobbyist within your state legislature. Use the same form of interview questions as in previous group interviews but include the following: • Discuss the role of the lobbyist as a social advocate. • How do his or her positions as a lobbyist affect social policy changes? • How are dollars for human services acquired? What role do they play? • Does the interviewee see his or her role as a policy changer or as a funding advocate? Why? • What does he or she envision as the future for human services? Will we as a society fund more or less to those in need? As a group, prepare a 2- to 3-page paper summarizing this interview As a group, discuss all three interviews and summarize the role of advocate, mediator, and lobbyist in the field of human services. Choose a role and discuss its social importance to you. Can we have client advocacy, a forum for conflict resolution, and agents for policy change without competing for limited dollars and resources? Why or why not? What do you see as the most vital...
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... you with the opportunity to discuss your experience and what you might want to do next. Approach or email your supervisor and ask them to meet with you for an exit interview. As your internship begins to wind down, it is important to evaluate yourself and the experience that you had. It is particularly helpful to sit down with your employer for a formal exit interview. After you schedule your exit interview, you should begin by evaluating yourself. Ask yourself some key questions: ␣ Did I find that my internship met the expectations I had when I began? ␣ Did my performance meet my own goals and expectations? ␣ What did I get out of the experience? ␣ Would I consider working at this company after I␣␣␣␣␣␣␣␣␣␣␣␣␣␣␣␣␣␣␣␣␣␣ ␣ Did I work as hard as I possibly could? What could I have done better? ␣ Did I enjoy this industry? Was the company all that I thought it would be? ␣ What could I have done to make myself more visible? ␣ What did I learn? What was most beneficial to me, and what could I have done without? ␣ ␣␣␣␣␣␣␣␣␣␣␣␣␣␣␣␣␣␣␣␣␣␣␣␣␣␣␣␣␣␣␣␣␣␣␣␣␣␣␣␣␣␣␣␣␣␣␣␣␣␣␣␣␣␣ In the exit interview, your goals are to: 1. Get as much information about your performance as possible. 2. Discuss the possibility of returning as a full-‐time employee or intern (if you...
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...Week 8: Informational Interview Template and Grading Rubric ------------------------------------------------- This document contains the template you will use to complete this assignment. Save the file by adding your last name to the filename (e.g. Week8_Informational_Interview_Template_Smith.docx). Be sure to proofread and spell check your work before you submit it. ------------------------------------------------- A grading rubric is also available at the end of this document. There are FIVE steps to the Informational Interview. Step 1: Compile a list of individuals in your target career field whom you would like to interview. Try to identify people who are working at a company in which you are interested. This is a good opportunity to practice your networking skills. Let your classmates, friends, family members, and colleagues know that you need to complete an informational interview with someone in your intended career field. You’ll be amazed at how effective networking can be. Step 2: Prepare a brief introduction of yourself and the purpose(s) of the informational interview. Prepare a list of open-ended questions that would be appropriate to ask during the informational interview. An Internet search using “informational interview” will provide you with many examples of questions you might want to use. Step 3: Practice your interview with a classmate, friend, family member, or colleague and ask them to critique your performance. Identify ways to improve based...
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...Health Care is the leading specialist provider of mental health and learning disabilities services within Greater Manchester area. Our homes and hospitals are well established, which allows service users to integrate with local communities without fear of stigmatization or exclusion which is beneficial to their mental wellbeing. Purpose of this report is to is to ensure that the job description for the role of domestic assistant in Health Care Group, is in line with service delivery and the Care Quality Commissions Essential Standards of Quality and safety under the Health and Social Care Act 2008, as well as updating health and safety policies and procedures. For this reason we are going to conduct the process of job analysis. This report will apply to all Domestic Assistants across Healthcare home and hospital settings. 2- Findings Job analyzing is a process for collecting information about work performed and environment it takes place in, what is the purpose of the job. It identifies the knowledge, skills, abilities and personal competencies people need to perform their work well. From many methods of conducting job analysis, for this process Ive chosen examining documents (incl. job description, person spec, any other job related records), Interviewing job holder, and interviewing line manager. Each one of those methods has got its advantages and disadvantages. While examining documents like job description, gives you precise information about responsibilities of job...
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