Effective recruitment interviewing
It is essential in the first instance to outline our terms of reference. Specifically, what do we mean by effective recruitment interviewing? It can be posited that the effectiveness of an interview process lies in its ability to identify those candidates who most closely match the requirements of the post applied for. Innumerable recruitment decisions have been made on the basis of interpersonal chemistry between interviewer and candidate; some of these decisions will be successful, others will result in the failure of an unsuitable candidate. The aim of the recruitment interview should be to maximise the likelihood of a successful selection decision. In order to achieve this in a way that is
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A well thought-out interview structure will promote a number of important features within the interview process, including equality, consistency, objectivity and fairness. Equality and consistency are achieved through a solid, standardised interview template or matrix since candidates are treated in the same manner, and are asked the same or similar questions in order to elicit the desired information. Objectivity is gained through a direct comparison of candidates’ responses. For most candidates, there is a prevailing sense of fairness and transparency to a structured interview process. This is evidenced by the statistical decrease in the likelihood of a legal challenge to a structure driven selection decision: “…methods most likely to be challenged in proportion to their use are …unstructured interviews (200%)…structured interviews (50%) were least likely to be challenged.” (Robertson, Smith 2001).
This structured, specification-based interview is the method employed within my company, Scott Jardine , which not only aids our selection process, but allows us to demonstrate to clients’ satisfaction why we have made certain decisions about candidates’ suitability. With the information gleaned from having this standardised,
I am now going to look at five types of interview and approaches that can be taken for different reasons;
Recruitment is the process of attracting, screening and hiring people or a person for a job. The attracting process of recruitment is where the business advertises the available job vacancies for a period of time. Once the deadline of the advertisement has arrived, the business collects up all the CV’s from the applicants and they are all checked off against the person specification. This is where the applications are selected by the business, the selected applications are then invite by the business for an interview and from there they are able to decide whether they are suited for the job.
The recruitment and selection process can affect the efficiency and effectiveness of any organisation so it is crucial that the right person is employed for the job. The selection process also involves the image as an employer and its ability to attract quality staff. When an individual is applying for a job, he/she will need to undergo some steps.
The subject of my interview was Juan Chavay. He was born and raised in small village close to the mountains. The actual name was not mentioned by Juan, but he emphasized on a small, remote village. He came to America in 2009 and has been here since. He is currently trying to achieve citizenship, but is encountering problems with actually achieving it. He has since been here on a work visa, which allows him to stay in the US for an extended period of time. He says he will continue the work he is doing in Mississippi.
McCabe C. (2004) Nurse-patient communication: an exploration of patients’ experiences. Journal of Clinical Nursing. 13, 41-49.
Recruitment: It is the process of identifying and attempting to attract candidate who are capable of filling job vacancies appropriately (Kathryn M. Bartol and David C. Martin, 1988)
Recruitment and selection is the process that organisations use to attract potential employees and then choose the best person for the job.
(Huffcutt et al. 2001) reported that criterion-related validities for interview are more reliable in recruiting and selection of a personnel. The interaction between the interviewer and interviewee are deems important to set up the reliability, validity, fairness, and utility of the recruitment selection process. Apart to that, based on Johnson Company requirement, the candidate should be able to perform market survey and deal with customer relation activities. From the facts, there is concern from that individual customers are drastically declining. The candidate must be able to do an analytical structure and initiative of follow up to tackle the issue. The candidate require to attend client feedback and gather teamwork solutions as well. The role also should cover tasks to conclude and manage to communicate the outcomes. It is essential for the candidate to have a proven organizational skills. The capability skills of problem solving and interpersonal skills are very crucial. This is because the main aspects for the position is able to communicate with customer and warehouse team to deliver some the products to the clients. The excellent communications and listening skills will be the advantage for the candidate. Through interview process, the interviewer must take consideration of the candidate willingness to travel and work on hectic period during the holiday season. The candidate have to be flexible and
When I first saw the final paper assignment posted, I directly decided that I was going to start reading the chapter that goes over the recruiting interview which winds up to be Chapter 7 in the textbook “Interviewing Principles and Practices”. I chose this chapter because I thought it would be interesting to know how the recruiting process differs from one organization to another or from one country to another, given that I chose to interview people from outside the United States. I also picked this chapter because I realized that recruiting is the most used tool in order to decide whether a prospective employee will be a good fit to a given position in a given organization.
Unstructured interviews are not made up of prepared questions. The interviewer will ask more open questions about board topics and then use follow-up questions to gain more answers in further detail. This method of interview is time-consuming however it enables the interviewee to answer questions in more detail and depth. It is possible that audio-recordings can be
Interviews provide a way for businesses to collect detailed qualitative information from a small selection of people by face to face discussions
Using three to four examples candidates will discuss the relative strengths and weaknesses of the major methods of recruitment and selection, including assessment centres, competency based recruitment, interviews and on-line recruitment. Candidates should
Human resource management is part of the human resource approach, which is evidently geared to allow organizations to benefit in two significant ways: increasing in the organization’s effectiveness and satisfying all of the employee’s needs. Organizational goals and
I structured this paper by giving you the insight about all the question I asked and the responses I received, ending it off with the list of facts I learned and knowledge I gained throughout the interview.