Personnel Process 1. Development of the job description 2. Creation of the job announcement 3. Candidate recruitment 4. Candidate selection 5. Orientation, T & D 6. Performance appraisal 7. Employee motivation & rewards 8. Employee discipline Search Process

Candidate Selection 1. Search committee 2. Screening 3. Testing & prelim interviews 4. Formal interviews 5. Interview questions 6. Actual interview 7. Background checks

Selecting the Search Committee  Options –Direct supervisor –Peers/Co-workers –HR –Departmental representation –Numbers –Diversity  Age, gender, race

Screening the Candidates  Initial Screening  Second screening  Affirmative Action Procedures

Initial Screening  Remove based on most important competencies  3 piles: –Yes –No –Maybe  Remove the no pile

Second Screening  Spend more time with applications  Assessment Matrix

Assessment/Selection Matrix  Based on competencies in job description  Construct a matrix showing –each qualification –each applicant  Select a score for each qualification –5=highly qualified –1=not qualified  Establish a list of “qualified candidates”

The Matrix Name ExperienceEducation MarketingSupervisionBudgeting Blake White Smith Jones Scott =highly qualified……1=not qualified

# of candidates  Dictated by: –$$$$ –Time –Qualifications of candidates –Agency policy –Screening interview vs. formal interview

Exercise 1. Screening matrix for job 2. Rate resumes on screening matrix

Testing & Preliminary Interviews  Why do them? –Determine a pool of candidates for on-site interviews –Describe the position and department; –Ask questions about the applicant’s experience; –Obtain clarification on any information on the application materials; –Discuss the salary for the position and ascertain an individual’s continued interest in the position

Testing & Preliminary Interviews  How to do them –Phone interview  Focuses mainly on experience & qualifications  minutes  Determine # of interviewers  Listen for discrepancies between what they say & what the resume says  Judging solely on answers at this point –No eye contact, attire, body language, etc

Testing & Preliminary Interviews  How to do them –Videotaped/Internet interview –Written interview  IPRA Membership plan  Pricing activity  Philosophy

Testing & Preliminary Interviews  How to do them –Pre-established test  Psychometric tests –measurement of knowledge, abilities, attitudes, and personality traits

Thinking in terms of Interviews  When to hold the interviews –Spread out v. clustered appointments  What administrative procedures must be followed  Formats…

Format of the Interview  One-on-One –Have the skills & education –Tests how person fits in the org. –Look to build rapport

Format of the Interview  Committee –Firing squad –Demonstrate problem solving skills  Group / Disney style –Used to uncover leadership potential –Gather in an informal discussion situation –See how they interact with each other –Sometimes combine group & committee

Format of the Interview  Stress Interviews –Interviewer deliberately attempts to rattle you –Argumentative, Sarcastic, Silence –Sample questions…  What were your failures on your last job  Tell a time when you didn’t perform to your capabilities  Why are manhole covers round?  Sell me this pencil

Format of the Interview  Lunch interview –Less formal –Candidate needs to act professionally

Format of the Interview  Assessment Centers –Used to simulate behaviors found in the work environment –Written assignments  Exercise plan  Sample client documentation  Letter confirming meeting/event details  Memos

Format of the Interview  Assessment Centers –Simulations  Marketing plan for an event  Program/event planning  Presentation…brd, news conf.  Role playing –In basket exercises  Given scenario & determine how to handle it –Prioritize phone & messages & tasks for the day –Justify your priorities