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Published byDella Atkinson Modified over 8 years ago
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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
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Candidate Selection 1. Search committee 2. Screening 3. Testing & prelim interviews 4. Formal interviews 5. Interview questions 6. Actual interview 7. Background checks
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Selecting the Search Committee Options –Direct supervisor –Peers/Co-workers –HR –Departmental representation –Numbers –Diversity Age, gender, race
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Screening the Candidates Initial Screening Second screening Affirmative Action Procedures
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Initial Screening Remove based on most important competencies 3 piles: –Yes –No –Maybe Remove the no pile
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Second Screening Spend more time with applications Assessment Matrix
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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”
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The Matrix Name ExperienceEducation MarketingSupervisionBudgeting Blake White Smith Jones Scott 3 1 2 1 4 2 3 2 4 4 1 1 1 2 3 3 2 1 3 5 2 4 3 3 5 11 9 13 21 5=highly qualified……1=not qualified
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# of candidates Dictated by: –$$$$ –Time –Qualifications of candidates –Agency policy –Screening interview vs. formal interview
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Exercise 1. Screening matrix for job 2. Rate resumes on screening matrix
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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
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Testing & Preliminary Interviews How to do them –Phone interview Focuses mainly on experience & qualifications 10-30 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
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Testing & Preliminary Interviews How to do them –Videotaped/Internet interview –Written interview IPRA Membership plan Pricing activity Philosophy
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Testing & Preliminary Interviews How to do them –Pre-established test Psychometric tests –measurement of knowledge, abilities, attitudes, and personality traits
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Thinking in terms of Interviews When to hold the interviews –Spread out v. clustered appointments What administrative procedures must be followed Formats…
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Format of the Interview One-on-One –Have the skills & education –Tests how person fits in the org. –Look to build rapport
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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
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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 me @ a time when you didn’t perform to your capabilities Why are manhole covers round? Sell me this pencil
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Format of the Interview Lunch interview –Less formal –Candidate needs to act professionally
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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
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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 & e-mail messages & tasks for the day –Justify your priorities
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