...self-regulatory, legal, social and ethical responsibilities considered in the recruitment process. I will then show this through a practical exercise and participation in a mock interview which is part of the interview panel. This will also include the vacant position, the development of the key recruitment documentations. During this I will analyse how the following contributed to the effectiveness of the recruitment process. Lastly I will judge the effectiveness of the recruitment exercise’s processes and will recommend ways in the recruitment documentation, the interview process and the training and motivational methods used and the relevant which it could be improved. In AO1 I will write a detailed and comprehensive description for a manager, supervisor and employee. This will include their roles and responsibilities, the qualities they should have and their training and development opportunities. The realistic and detailed examples are used to illustrate the methods of motivation used by the business to retain staff and to have relevant PEST factors in the workplace plan. For AO2 I will include plans and take part in the interview. I will carry out a demonstration of the recruitment and interview process which will explain fully, the overall structure and purpose of the documentation and the interview. A thorough explanation of the relevant self-regulatory, legal social or ethical responsibilities considered inside the recruitment process. In AO3 I will include selected...
Words: 21728 - Pages: 87
...the Harrods Human Resources programme is Living the brand values and making sure that all the employees be it senior staff or ground employees who work the shop floor understand and model the brand values. The Human Resources department at Harrods developed this programme in order to improve the job satisfaction of their employees and also to reduce the employee turnover. It has resulted in Harrods having a better relationship with its employees and one in which they feel comfortable approaching management to discuss issues regarding their job etc. This change has made Harrods successful as they put their employees first and always listen to them. Harrods have also adopted different engagement methods to give employees and managers the opportunity to share ideas and views. The methods include: • An internal Employee magazine which is a way of keeping staff motivated as it contains competitions and keeps staff updated to any changes or interesting interviews etc. • An Intranet which allows employees to pick what information they wish to be informed about rather than having to read or learn about things which they have no interest in. • ‘Other forms of employee voice’ which contains a ‘Bright ideas’ scheme which was made in order to allow employees to contribute ideas towards company improvement. • Morning Briefing allows employees who work the shop floor the chance to learn about latest sales figures and what the focus of the day is and any events which are going to...
Words: 1495 - Pages: 6
...Feedforward interview is a tool that is used by the supervisor and the employee together in order to identify the behaviors and skills that an employee possess in an effort to gain the best performance from the employee (Agiunis, 2013). Feedforward interviewing is a great tool that allows the management and employee to work together to figure out what the employee is excelling at and what areas need improvement. In my opinion, this type of interview promotes unification and team work in an effort to enhance and promote the best possible employee performance level of all employees. The feedforward interview is composed of three steps: producing a success story, identifying success factors, and using the past to forecast the future (Aguinis,...
Words: 379 - Pages: 2
...Martha McCaskey, a project leader at a consulting firm, is asked to complete a project at a crucial point in her career. Successful completion of the project would gain McCaskey a promotion and a significant raise. McCaskey, however, cannot see a way to complete the project without compromising her values. She must decide whether to maintain the high degree of integrity that has always characterized her work or to compromise and "play the game." -------------------------------------------------------------------------------------------------------------- https://prezi.com/exwgygeusxjg/martha-mccaskey/ Transcript of Martha McCaskey Table of Contents •Introduction: Seleris, Martha, and Keys to Success •Context: Overall Goal •Context: Current Project •Your Dilemma •Alternatives and Reasoning •Proposal and Implementation •Summary •Recap Seleris: Silicon 6 •Martha McCaskey has been given the lead on the Silicon 6 Project. •Very difficult to collect information on the target company •Discovered that she could receive information from former vice president of the target company, Phil Devon •Martha McCaskey completed her undergraduate degree at Caltech in the field of electrical engineering . •After attending Harvard to pursue her MBA. Martha decided she wanted to pursue a career in consulting. Martha McCaskey Education Alternative 2 What is best for McCaskey? Martha McCaskey Team H Martha McCaskey Work Experience •Martha currently works at Seleris...
Words: 1688 - Pages: 7
...Speed Dating Techniques in Mock Interviews: Lessons to be Learned Sofia Vidalis, Ph.D. and Joseph J. Cecere, Ph.D., CPC Penn State Harrisburg Abstract A student seeking that professional position or practical summer experience has become enormous in their educational experience. A university provides the information and skills for the student so they can be successful in their job search. This may include resume preparation and cover letters towards the next step, the job interview. A mock interview is one way to prepare students for an actual employment interview. It allows students to gain experience and practice in answering questions similar to ones asked during an actual interview. It also helps students become more comfortable in the interview setting. Despite of the importance of mock interviews, most college students do not have that experience until their first job interview during a career fair, internship, or even after graduation. However, in today’s economic, interview preparation may be the determining factor to securing employment. One way in breaking the ice of interviewing jitters is to prepare the students in advance. The Civil Engineering/Structural Design and Construction Engineering Technology program at Penn State University held a Mock Interview and Panel Discussion event to help students better prepare for an interview as realistic as possible. This was accomplished by inviting professionals from the industry from the construction management and engineering...
Words: 4312 - Pages: 18
...necessary and without education it’s almost impossible to be successful. A person need a degree or a professional certification to be competitive and successful in life. It’s a no brainer that the job market is very competitive with education so without higher the chances of you achieving your professional goals will be that much harder. Having a degree will open doors for the future. Having a degree also makes you more marketable. If you want to get make a comfortable salary getting your education is key. It does not matter whether you attend a brick a mortar school and go to college the traditional way or you go completely online. The most important thing is that you go and learn the skills needed to succeed in life. Even if a person don’t receive a degree but complete a certification program it still allow them to negotiate a better salary and benefits package versus someone without a certification or degree. People without college degrees settle for jobs that are hard and they don’t always pay very well. So it doesn’t really matter whether you go online or to a traditional classroom there are benefits to going and completing. Going to college online can be better for an individual life because it gives you the flexibility you need as a working adult. People have very busy lives whether they have a family or not. Having a well-paying job allows room for advancement. Having a successful career and working in your trade of preference can also...
Words: 1171 - Pages: 5
...Interview-A Theoretical Perspective Ford Gerald Kamanga Atlantic International University October 13, 201 TABLE OF CONTENTS INTRODUCTION 4 SCREENING INTERVIEW 5 TELEPHONE INTERVIEW 5 ONLINE INTERVIEW 6 VIDEO INTERVIEWS 6 STRUCTURED INTERVIEW 7 UNSTRUCTURED INTERVIEW 7 MULTIPLE INTERVIEWS 7 BEHAVIORAL INTERVIEW 8 SITUATIONAL INTERVIEW 8 SEMI-STRUCTURED INTERVIEW 9 PANEL INTERVIEW 10 DEPTH INTERVIEW 10 STRESS INTERVIEW 11 EXIT INTERVIEW. 11 PREPARATION FOR INTERVIEW 12 INTERVIEW SKILLS 13 REFERENCES 16 Abstract It is believed that every employee goes through an interview before employment. Therefore, an interview is indispensable as regard to recruitment. In other words, employees don’t just happen to be found working in an organization haphazardly. They have to be interviewed before they actually get employed. It sounds ridiculous to see some one being picked from a street and offered a job at a company by an employer without being interviewed. Every organization has objectives to achieve or goals to arrive at. Therefore, the organization needs qualified people to bring about tremendous success and development. How does a company come up with the right employees? Precisely, the right members of staff are sourced through the interview. There are several kinds of interviews. However, this paper will focus on a number of employment interviews. Different organizations use different types of employment interviews according to their choice. INTRODUCTION ...
Words: 3419 - Pages: 14
...ow to speak body language during an interview By Brian Johnson | Posted: February 19, 2013 25 662 inShare Controlling the message isn’t just about knowledge and words. It can also be about controlling your body—and imparting the right body language. When it comes to the in-person, one-on-one interview there are some important things to put into practice to keep yourself in control. They are the finishing touches to a successful interview. The eyes tell a thousand lies: For the duration of the interview look at the person you’re talking to. No one else. Try watching an interview where the subject is looking all over the place. You will probably miss his or her message, let alone believe it. The hands have it: Your hands will want to do distracting things during an interview. So let them. But little things—not big things. Keep them low, no higher than your chest, and move them naturally to express yourself. It can be a useful release of nervous energy. Otherwise they’ll want to plant themselves in your pockets, run themselves through your hair, touch your face, command your arms to fold, or force other parts of your body to start moving around uncomfortably. Give your hands a little air, but keep them low. Fashionista blister: Ever been distracted by someone wearing really bad clothes? Seriously out of style? Colours and patterns that have an epileptic flaring effect on the TV screen? When dressing for an interview keep the flares, big shoulder pads, and...
Words: 513 - Pages: 3
...4/12/13 Developing a Culture-Based Workforce: Top Healthcare Workplaces Share Best Practices | Hospital Management & Administration Developing a Culture-Based Workforce: Top Healthcare Workplaces Share Best Practices Written by Heather Punke | March 22, 2013 There no doubt are many factors that go into making a hospital or health system a great place to work, but one of the fundamentals is hiring and retaining excellent, motivated employees. Employees who enjoy coming to work and interacting with patients, visitors and each other help perpetuate a positive workplace culture and make a hospital or health system a great place to be for everyone. The following are five best practices for building up a culturally unified, team-oriented employee base. 1. Establish an employee culture and hire based on fit. When a hospital or health system brings on new employees, ensuring they fit culturally is just as important as making sure they have the clinical or technical competency necessary to succeed in an organization. Therefore, it makes sense for hospitals and systems to vocalize their values and incorporate culture into the interviewing process. "We hire for attitude and how they fit, not just that they have experience or a certain license," says Vic Buzachero, corporate senior vice president for innovation, human resources and performance management at Scripps Health in San Diego. Scripps' culture is driven by its values of respect, quality and efficiency, according to Mr....
Words: 1315 - Pages: 6
...Successful Interview Practices A job interview can create anxiety and nervousness in anybody sitting across the table from the person who could have a serious impact on their future. A panic wells up inside a person as they shake, sweat, lose their train of thought, or ramble uncontrollably. The stress that accompanies an interview is well placed however. From the moment a person walks through the interviewer’s office door, they are being evaluated on a number of things including the way they walk, their shoes, clothes, posture, and even physical attractiveness. And if being judged was not enough to make anyone panicky, the fact that the interview could potentially be a changing point in the interviewee’s life is enough to push anyone into a mild psychotic break. The good news is that with proper preparation and some tips and tricks from the industry, anyone can learn how to have a less stressful, more successful interview. What to avoid in an interview There are things that one can do or not do, say or not say in an interview that will ruin any chance of them getting the job. The list of interview blunders is extensive and a person cannot prepare for every single situation that may arise in an interview; however, there are a few key things that experts recommend avoiding at all costs. The list, according to Rayburn with interview.com, includes things such as showing no confidence or failing to dress appropriately. Nobody conducting an interview wants to witness...
Words: 1496 - Pages: 6
...Dressing for Success BUS 474- PROFESSIONAL DEVELOPMENT SEMINAR Prof. Marie Hermann October 11, 2009 Introduction “Successful and unsuccessful people do not vary greatly in their abilities, they vary in their desires to reach their potentials.” (John Maxell). Over the many years, the clothing that an individual wears has continued to tell a vast amount about their character. From an individual that wears loose trousers, to an individual that wears tight blouses, the attire a person wears ultimately shapes their identity, impacts the perceptions of others that may have about them, and the individual’s professional goals in a business (Bruce). However, the one variable that still remains true and sound is, when in a business world one must dress for success. Therefore, it is highly important to dress for success for interviews, searching for a job, and even on the job sites as our attire sends great messages to the perspective viewers. As the old saying goes, “It is much better to be overdressed than to be underdressed (or undressed).” Appropriate Dress Wears for an Interview According to Kim Zoller at Image Dynamics, “55% of another person’s perception of you is based on how you look” (Dressing for Success). Dressing for success during an interview sometimes determines whether an individual will or will not get the job. The interview is the process where the interviewer puts a picture to the resume that was presented. Therefore if the resume sounds professional...
Words: 844 - Pages: 4
...did not have the alumni network in New York, they tried to attract more high quality professionals from U.S. top 10 schools. For each school, a team captain is assigned so that students have a constant and familiar point of contact. Recruiting process for new outside associate started from company presentation at “core business schools” on campus which worked as the first screening interview. The next step was on-campus official interview which tested candidates for ability to work in investment banking as well as for cultural fit. Then, qualified applicants took part in “Super Saturday” and have five half-hour interviews with short breaks. Chip Rae is director of recruiting at SG Cowen who had a responsibility for the recruiting process. He tactically changed some recruiting process. For example, in the past the firm defined the U.S. top 10 schools as core school, but he enlarged it to the top 25 schools because the students SG Cowen hired from the top 10 schools are close to the best students in the next 15 schools. Rae asked associates or senior associates to conduct the first round interview because junior bankers are suitable to assess day-to day skills of candidates. Meanwhile he made sure senior bankers attend at Super Saturday to judge if candidates are a promising investment banker. Rae also tried to choose people who can act as a representative of the firm and develop corporate culture. Problem/ Opportunity SG Cowen does not have a standardized hiring process and...
Words: 1449 - Pages: 6
...University of New Hampshire University of New Hampshire Scholars' Repository Honors Theses Student Scholarship Spring 2012 Microbrewing in the US: An overview of the microbrewery industry and a business plan for future success Kevin Lapoint University of New Hampshire - Main Campus Follow this and additional works at: http://scholars.unh.edu/honors Part of the Entrepreneurial and Small Business Operations Commons Recommended Citation Lapoint, Kevin, "Microbrewing in the US: An overview of the microbrewery industry and a business plan for future success" (2012). Honors Theses. Paper 9. This Senior Honors Thesis is brought to you for free and open access by the Student Scholarship at University of New Hampshire Scholars' Repository. It has been accepted for inclusion in Honors Theses by an authorized administrator of University of New Hampshire Scholars' Repository. For more information, please contact scholarly.communication@unh.edu. Microbrewing in the US An Overview of the Microbrewery Industry and a Business Plan for Future Success Kevin Lapoint Business Administration, Finance and Management Whittemore School of Business & Economics Kpe8@unh.edu (603) 988-3438 Advisor: Prof. Fiona Wilson Whittemore School of Business & Economics 5/5/2012 Kevin Lapoint Microbrewing in the US Acknowledgements I would like to thank my brother Douglas, my mother and father, and especially my brother Richard. Without their support, edits, and...
Words: 23149 - Pages: 93
...To: Dr. James Melton From: Elizabeth Date: July 31, 2012 Subject: Mock Interview Evaluation This memo is in regards to the experience of a mock interview, goals for my future, and how to obtain these goals. Experience- Positives Overall, I believe I had a positive mock interview experience. I was marked excellent with a positive first impression, neatness, appropriate attire, hand gestures, and posture. Within the first few minutes of an interview a foundation is set based on your greeting and appearance alone. With a positive foundation set for the interview, I believe, it can make the interviewee show you are comfortable and confident with yourself when you give them a positive first impression. I was also able to mark excellent in being positive, courteous, asking appropriate question, volunteering information, leadership, good work habits, and problem-solving abilities. By knowing how to ask questions and give information appropriately it shows that you will be able to present the company positively in the future. Experience- Negatives Some things I do have to work on is to avoid saying “um” and wondering my eyes off into space while trying to figure out how I want to appropriately answer a question. Eye contact is a major when communicating with others; it shows that you are interested in what they are saying so I definitely need to work on maintaining eye contact more. Also, when saying ‘um’ it might sound like I am not sure or confident in...
Words: 833 - Pages: 4
...job history, interview process, and a criminal background check. I believe that all three of these tools will help decide whether or not I will hire an applicant. When deciding on hiring an applicant, you want to know about whom you are hiring and if they will make a great employee. I believe that these three selection tools are the best combination of tools to use for a hiring program. I chose job history as one of my selection tools, because I would want someone who would be looking for a long time position and grow with the company. Checking someone’s job history will help determine if the applicant is going to work hard for the company, have qualified skills that will benefit the company, and to see how determined the applicant is. I believe that hiring an applicant who has a previously worked for a company for a long time, will show great qualities that I would look for in a future employee. The next selection tool that I would consider using for a hiring program would be the interview process. The interview process allows the employer to get a feel and better understanding for the potential candidate. On certain applications, the applicant can’t fully express their personality and job history because it is very limited on space with other important information. In the interview process, this gives the applicant a way to express their personality and describe their qualifications in more detail. According to Bohlander & Snell (2007), “The interview remains a mainstay...
Words: 1214 - Pages: 5
