The Phone Screens

Oral interviews are conducted by department heads or boards to question the candidate on varies subjects and to evaluate the candidate face to face. Most departments also conduct polygraph test to detect or eliminate any possibility of deception from the candidate.

When you come for your interview there are several things that will be done. You will have many different types of interviews and exams to take. This is the process where they figure out if you are a good

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.

After the application is submitted to a requiting office, applicants are scheduled for a series of written and oral tests. The written exam evaluates a candidate’s reasoning, problem solving and written communication skills. Psychological evaluations assess candidates’ ability to keep a steady head in tense situations. Oral interviews involve a panel or a single interviewer that assesses similar situations. Candidates that successfully pass these tests are scheduled for a drug test and medical evaluation.

Interviewing consists of a two part process: a five to ten minute long phone interview and an approximately half hour long in-person interview. Phone interviews are done on almost every resume received for the Call Center Interviewer position at MaritzCX, besides those candidates that have applied to/worked for the company and are not eligible to be reconsidered for various reasons. The phone screen gathers information on why the candidate is seeking employment with the company, their preferences for working part-time and second shift, and how they heard about the company. If candidates cannot meet the scheduling requirements or do not have a clear phone voice (based on a rating scale that outlines how to rate each candidate as objectively as possible), then they will not move on to the interview process. Otherwise, the candidate will be selected to move forward. During the interview, each candidate conducts a typing test and reading test to ensure they meet the minimum qualifications for the job and is asked a series of behavior-based questions regarding past employment or

Pre screening can be the best way to determine if a candidate qualifies for a face to face interview

Phone screen is recommended especially for office personnel. Asking simple dialog questions such as “Why do you have an interest in working at McKeel?” will assist in determining if the candidate should be brought in for further interviewing.

6. Reference Checks: the hiring committee will check the applicants’ references once the telephone interviews are complete. This will be done via telephone and all notes from conversations will be put in the applicant’s file. Expiration dates and signatures will also be

Recruiting will compare the list of internal applicants to the list of employees who are in the clearance process. Employees on both lists will be given interview priority.

The human resources recruiter will contact the applicants, which have been initially screened for the next round, to conduct a phone interview. This process is designed allow the recruiter to describe the job description in great details, answer pertinent questions about the position but also allow the applicants to screen themselves out of the job based on the

The current practice in the selection process showcases inappropriate evaluations of candidates. For instance, in all the assessments formed by Clark, it lists personal and irrelevant information pertaining the candidates --such as age, marital status, and ethnicity. Furthermore, the interviews constructed does not show that the tools used for selecting employees were reliable and valid. That is, the appraisal Clark established were based exclusively on feelings and unreliable methods in which has unsupported assumptions to reject a qualified applicant.

Ability tests are another tool to use when hiring people. They measure strengths that candidates possess through the use of evaluating

Psychologists utilize 3 different types of tools to assist in their selection process: interviews, psychological tests, and situational tasks. The interview was originally used to flush out psychopathy in a potential recruit. However, in more recent times, interviews are used to recognize positive traits that agencies are looking for. An advantage to the interview is that only are the answer to the questions themselves judged, the body language and the demeanor of the recruit during the questioning can be judged as

The hiring process includes a series of interviews. Initially, all the candidates are interviewed by a small group of staffers at the company and then a second committee reviews all the applications which include the application’s that are submitted on their own as well as interviewer feedback.

Before being hired every candidate has to pass an intense interview. Each candidate is interviewed by at les 3 up to 10 Microsoft employee. The interview was based on their though processes, problem-solving abilities , writing the line code, than based on experience and knowledge (for Bill Gates the ability to think creatively was more important then acquired knowledge, as the ambition was rather then experience). Then there are also technical interviews where was asked to solve programming problems. After that the interviewers exchange between each other impressions (hire, no-hire) and suggestions for follow up. So the weaknesses of candidates mentioned by other interviewers were later treated