© McGraw-Hill Companies, Inc., McGraw-Hill/Irwin Chapter 5 Electronic Commerce.
Chapter 7 The Recruiting Interview. © 2009 The McGraw-Hill Companies, Inc. All rights reserved....
-
Upload
stephen-dean -
Category
Documents
-
view
218 -
download
2
Transcript of Chapter 7 The Recruiting Interview. © 2009 The McGraw-Hill Companies, Inc. All rights reserved....
© 2009 The McGraw-Hill Companies, Inc. All rights reserved.
Chapter Summary
The Changing World of Work Preparing the Recruiting Effort Obtaining and Reviewing Information for
Applicants Structuring the Interview Conducting the Interview Evaluating the Interview Summary
© 2009 The McGraw-Hill Companies, Inc. All rights reserved.
The Changing World of Work
Brains are more important than brawn. The knowledge worker is now the prized
employee. Knowledge, information, technology,
medicine and data are now where work and competition are centered.
Finding, recruiting, interviewing, evaluating, and retaining quality employees are an organization’s biggest challenges.
© 2009 The McGraw-Hill Companies, Inc. All rights reserved.
The Changing World of Work
Essential Applicant Skills1. Language and the accompanying culture
2. Problem-solving attitude
3. Computer competent
4. The ability to deal effectively with numbers
5. Strong interpersonal skills
Continued…
© 2009 The McGraw-Hill Companies, Inc. All rights reserved.
The Changing World of Work
Essential Applicant Skills 6. Global and diverse perspective
7. Willingness to learn new skills and ideas
8. Ability to deal effectively with change and job ambiguity
9. Customer and quality oriented
10. Team player and group leader
© 2009 The McGraw-Hill Companies, Inc. All rights reserved.
The Changing World of Work
• Where to Find Good Applicants Internet Options Career catalogue department at large bookstores College placement services Ethnic organizations Job fairs Downsizing or merging organizations Personal associates and friends Professional societies
© 2009 The McGraw-Hill Companies, Inc. All rights reserved.
Preparing the Recruiting Effort
Reviewing EEO Laws EEO Laws to Know
Know both state and federal laws Federal EEO laws pertain to all organizations that:
Deal with the federal government Have more than fifteen employees
Have more than $50,000 in government contracts Engage in interstate commerce
Continued...
© 2009 The McGraw-Hill Companies, Inc. All rights reserved.
Preparing the Recruiting Effort
Reviewing EEO Laws EEO Laws to Know
State laws may be more stringent than federal laws. Unintentional violations are still violations. EEO laws apply to applicants who are not “minorities”
or women.
© 2009 The McGraw-Hill Companies, Inc. All rights reserved.
Preparing the Recruiting Effort
Reviewing EEO Laws Compliance with EEO Laws
Bona fide occupational qualifications (BFOQs) are the keys to nondiscriminatory hiring.
EEO violations are easy to avoid. Focus on the positive, not the negative. Treat applicants as you would want to be treated.
© 2009 The McGraw-Hill Companies, Inc. All rights reserved.
Preparing the Recruiting Effort
Reviewing EEO Laws Keep Up-to-Date
Current information on EEO laws is essential. Accepting or keeping unlawful information create
liability for the company even if the information was not requested.
© 2009 The McGraw-Hill Companies, Inc. All rights reserved.
Preparing the Recruiting Effort
Developing an Applicant Profile The profile must be a composite of BFOQs. The profile is the ideal by which all applicants are
measured. Is past performance the best predictor of future
performance? Can non-dominant group applicants match your
profile?
© 2009 The McGraw-Hill Companies, Inc. All rights reserved.
Preparing the Recruiting Effort
Assessing What Applicants Want What Do Applicants Desire in a Position and
Career? Applicants are increasingly information driven. Applicants may not look or dress like you; live with it.
What Do Applicants Desire in an Interviewer? The recruiter is the organization in the applicant’s
eyes. Select recruiters with applicant characteristics in mind.
© 2009 The McGraw-Hill Companies, Inc. All rights reserved.
Obtaining and Reviewing Information on Applicants
Application Forms Resumes Cover Letters Letters of Recommendation & References Tests
Basic skills tests Personality tests Honesty tests
Many sources have criticized the use and validity of honesty tests.
Probing deeply into answers is essential in assessing honesty.
© 2009 The McGraw-Hill Companies, Inc. All rights reserved.
Obtaining and Reviewing Information on Applicants
Benefits of Previewing Applicants
• Doing your homework leads to more effective interviews.
© 2009 The McGraw-Hill Companies, Inc. All rights reserved.
Structuring the Interview
The Opening Establishing Rapport Orientation The Opening Question
© 2009 The McGraw-Hill Companies, Inc. All rights reserved.
Structuring the Interview
The Body of the Interview Unstructured interviews do not recruit top
quality applicants. Highly structured interviews are more reliable
but less flexible and adaptable. Moderately structured interviews are used by
the majority of recruiters. In all cases, get the applicant talking as quickly as
possible.
© 2009 The McGraw-Hill Companies, Inc. All rights reserved.
Structuring the Interview
Closing the Interview The closing must sustain the positive tone of the
interview. Do not encourage or discourage applicants
needlessly. Make decisions and notify all applicants as soon
as possible.
© 2009 The McGraw-Hill Companies, Inc. All rights reserved.
Conducting the Interview
Nontraditional Interviewing Approaches Applicants and recruiters prefer the traditional
one-on-one interview. Stifle any signs of competition in seminar
interviews.
© 2009 The McGraw-Hill Companies, Inc. All rights reserved.
Conducting the Interview
Asking Questions Keep your questions open-ended. Applicants give longer answers to open-ended
questions.
© 2009 The McGraw-Hill Companies, Inc. All rights reserved.
Conducting the Interview
Common Question Pitfalls Be on guard for pitfalls in primary and secondary
questions. Evaluative responses will lead to safe, superficial
answers. Do not ask unlawful questions. Do not ask for information that you already have.
© 2009 The McGraw-Hill Companies, Inc. All rights reserved.
Conducting the Interview
Traditional Questions Interest in the Organization Work-related (general) Work-related (specific) Teams and Team Work Education and Training Career Paths and Goals Performance Salary and Benefits Career Field
© 2009 The McGraw-Hill Companies, Inc. All rights reserved.
Conducting the Interview
Non-Traditional Questions Past Experiences Critical Incidents Hypothetical Situations A Case Approach
© 2009 The McGraw-Hill Companies, Inc. All rights reserved.
Conducting the Interview
Giving Information Information is the primary interest of applicants. Minimize “you” in the interview. Rule # 1: Keep your ears open and your mouth
shut.
© 2009 The McGraw-Hill Companies, Inc. All rights reserved.
Evaluating the Interview
Record your impressions and reactions immediately.
Assess the performance of both interview parties.
© 2009 The McGraw-Hill Companies, Inc. All rights reserved.
Summary
The recruiting interview can be an effective means of selecting employees, but it takes preparation that includes becoming familiar with state and federal EEO laws, developing an applicant profile, obtaining and reviewing information on applicants, and developing a carefully structure interview.
When the interview is concluded, conduct evaluations of the applicant and yourself.