Natasha Rumph The Hiring Process Produce a Decide on the amount comprehensive job Conduct interviews for of time the interview description including all potential candidates will take job title and objectives
Make the position open
for internal applicants Choose a location and Thin down the applicant and then external set up interview times pool to 2-3 applicants applicants
Conduct Pre- Choose what applicants Check applicants Set a target date for the employment Tests will be interviewed References new hire to begin work
Decide who will be
Create interview Conduct Post offer Choose the applicant to conducting the questions Tests on applicants be hired interview Objectives & Position Title Before a company can begin hiring for a new position, a comprehensive job description needs to be created. During the creation of the job description, the hiring company will decide on the job requirements for education level, as well as the experience needed to qualify for the job. Any/all physical requirements and/or certificates need to be clearly stated. The jobs title will be created including the parameters of responsibility for the job. (Phillips, J., & Gully, S. M. (2012) Recruiting Resources
After the creation of the job description, the position
should be presented internal employees, allowing them the opportunity to apply for the job. After the internal employees have had a chance to apply, the position should be publically advertised utilizing internet recourses, including social media, online ads, and online job posting sites. The position should also be advertised in published resources as well, this includes but is not limited to newspapers and classified papers. (Phillips, J., & Gully, S. M.(2012) Pre-employment Tests
Pre-employment tests are designed to thin down the
pool of possible candidates. The use of pre- employment tests eliminates many needless interviews and saves the companys time. Pre-employment tests should always ask identical questions of all applicants and should be applied in the same manner to everyone who applies. (Phillips, J., & Gully, S. M. (2012) Interview Questions
It is of the utmost importance that every question
asked is legal and pertinent to the job. Every question that is asked during the interview needs to be identical for each applicants interview. (Phillips, J., & Gully, S. M.(2012) type of interview There are a multitude of different kinds of interviews; all of these interviews serve different purposes. When a company decides on what format they are going to use, then they must use the same format for all applicants. Traditional face-to-face interview 1. Behavioral interview 2. Case interview 3. Telephone interview 4. Panel/Committee interview 5. Group interview 6. Stress interview 7. Lunch/Dinner interview (Phillips, J., & Gully, S. M.(2012) Roles of Interviewers in the Process
Who will be present during the interview?
Role(s) of everyone involved in the interview need to be made clear. If there are multiple interviewers, then each persons role needs to be clearly defined before the interview. If each interviewers role is not clearly defined, it can lead to a very confusing interview due to conflicts, thus creating a poor first impression for the applicant. All interviews need to be conducted in a professional, legal, and ethical manner. (Phillips, J., & Gully, S. M. (2012) location
The location that is selected to conduct the
interviews is of the utmost importance; the selected location must be a quiet and distraction-free environment that is free from interruptions. (Phillips, J., & Gully, S. M. (2012) Length of Time
All interviews that are conducted need to be kept close to
the same length of time. The average interview typically lasts around an hour to an hour and a half. Nevertheless, the average amount of time an interview can take, can ultimately last anywhere from an hour to a whole business day depending on the requirements of the particular job (Phillips, J., & Gully, S. M. (2012) Final Selection of Top 3 Candidates
After interviewing all of the eligible applicants, the
selection pool will be thinned down to the top three applicants. The final candidates years of experience, level of experience and educational background, as well as prior salary, will all be taken into consideration when making a final decision. (Phillips, J., & Gully, S. M. (2012) References The applicants references should be called to aid in making the final selection. All references should be employment-related: all questions asked of the references are to be related to the applicants employment. Personal references are not to be contacted as they will have a personal bias to the candidate. Legal question that can be asked: Verify the applicants role, title and dates of employment. What was the applicants reason for leaving? Is the applicant eligible for rehire? Why or why not? Define the applicants advancement within the company? Did she/he receive promotions or demotions or was the same role held throughout the applicants employment as well as their beginning and ending salary. What were the applicants responsibilities? Was the applicant able to perform their job function satisfactorily? (Phillips, J., & Gully, S. M. (2012) Post-offer test By conducting post -offer tests, an employer is able to be sure that a prospective applicant is ready for the job both physically and mentally. Post-offer testing lowers job-related injuries. Post-offer tests often include: 1. Personality, character, integrity, and other qualities testing 2. Psychological testing 3. Medical examinations and inquiries 4. Physical testing 5. Acceptable inquiry 6. Drug and alcohol testing These post-offer tests allow both the applicant and employer to determine if the applicant will be appropriate for the offered position. (Phillips, J., & Gully, S. M. (2012) Targeted start date
When deciding on a start date, the length of time
taken for post-offer testing, such as drug testing, should be taken into consideration so that all results can be reviewed. The start date lets the employee know when they need to show up to work for their first day. (Phillips, J., & Gully, S. M. (2012) References
Phillips, J., & Gully, S. M. (2012). Strategic staffing (2nd
Edition ed.). Upper Saddle River, NJ: Pearson/Prentice Hall.
L. William Ross-Child M.L.C. - The Silent Struggle - Taking Charge of ADHD in Adults, The Complete Guide To Accept Yourself, Embrace Neurodiversity, Master Your Moods, Improve Relationships, Stay Orga