Beruflich Dokumente
Kultur Dokumente
you with a personalised schedule of meetings, training and round-table discussions, on-the-job learning with your line manager and individual guidance via mentoring and HR support. Preliminary Phone Interview: Conducting a preliminary phone interview is essential for obtaining information about the applicants background, work history and experience. When your employment specialist conducts a preliminary interview, the objective is to determine whether or not the applicant has the requisite skills and qualifications for the job vacancy. Consistent with widely accepted human resources practices, it is recommended a quick initial review that will reveal those applicants who obviously do not meet the minimum requirements for the job. While an employment specialist may probe further into the applicants experience and interpersonal skills, the purpose of this interview is to narrow the field of applicants to send for consideration by the hiring manager. Face-to-Face Interview and Selection: In this stage of the recruitment and selection process, the hiring manager reviews the applications and resumes the employment specialist forwarded to her. The hiring manager invites the applicant to interview face-to-face; communication about the interview and scheduling is generally handled by the employment specialist. This ensures that all qualified applicants receive the same information. At times, the employment specialist will prepare the applicant for the faceto-face interview. After the hiring manager interviews the applicant, he further narrows the field of candidates from which to select for the job opening. Extending an Employment Offer: Once the hiring manager decides which candidate is most suitable for the job vacancy, it is time to inform the candidate of pre-employment matters, such as background inquiries, and, if applicable, licensing information. When recruiting for positions where you negotiate the terms of employment, compensation and benefits, and other issues, a draft employment offer may change hands from the candidate to the employer until the parties reach an agreement. An employment offer should always be in writing to document the terms of your agreement with your prospective employee. On your first morning with L'Oral you might be asked your views on the chemical components of a new face cream, consulted on the psychology of soap packaging, or expected to advise on departmental budgeting. By the time you've sampled working life in five departments your intellectual frailties and untapped strengths will have been revealed, and you might discover that your life's fulfilment lies in research and development, rather than a public relations career you'd always hankered for.Mercifully, this voyage of self discovery can be undertaken from your desk. No need to battle hundreds of other hopefuls for an internship with the cosmetic giant or to face down a critique of your failings from a manager the adventure is courtesy of an online recruitment game to be launched this summer by L'Oral. In the virtual world of reveal, anyone with a few idle hours to spare can try their hand at typical corporate challenges across five departments from finance to marketing. At the end, they will be given feedback on their performance, and outstanding achievers will be invited to HQ for interviews.The aim, obviously, is to tempt talent into the company, but, since the game is free to anyone, it should also help channel the ambitions of graduates or career changers who have no inclination for cosmetics. Considerations: Their companys recruitment and selection process may the best way to achieve success in the business world.