Chapter 4 - Human Resource Planning, Recruitment, and Selection

Establish an interview plan areas and specific

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Unformatted text preview: ucation, etc. o Provide basis for questions the interviewer will ask about the applicant’s background o Offer sources for reference checks o Many now doing online applications • Individuals tend to exaggerate or overstate their qualifications on a resume o Falsifying info on applications and resumes have severe consequences o Some delete advanced qualifications • 33% of applicants stretch the truth on resumes • Resumes provide job- related info about the job seeker • Contains sections on work experience, education, volunteer activities, and personal interests o Can display creativity in how they present themselves • Suggestions for application form: application date, educational background, experience, references o Avoid arrests and criminal convictions questions, country of citizenship and disabilities The Employment Interview • Traditionally an important role in the selection process o Rare to hire without interview • Can be interviewed by one person, members of a work team, or other individuals in the organization • Doubts about validity but it is a mainstay of selection because: o Practical when there are only small number of applicants o Serves other purposes, such as public relations o Interviewers maintain great faith and confidence in their judgments • Can have problems of subjectivity and personal bias • Purpose to gather relevant info to determine if candidate has the skills, abilities, and knowledge to be successful on the job in the organization • Interviewer needs to be trained to conduct professionally • Critical for questions to be based on work requirements and specific knowledge required Interviewing Methods • Employment or selection interviews differ according to methods used to obtain info and to find out an applicants attitudes, feelings, and behaviours • Can use more than one One- on- one • Most often occurs between applicant and interviewer o Interviewer could be HR professional or supervisor o o Questions are asked and observations are made of both the interviewer and the applicant Structured questions could be behavioural description interview (BD), situational, or non- directive Panel or Group Interview • Panel interview – interview in which a board of interviewers questions and observes a single candidate o Take turn asking questions o After interview, interviewers pool observations to reach consensus about suitability of the candidate o When people work together in a team, it is useful to have some team members form the interview panel as much more in- depth questions can be asked of the candidates o Panel may use structure...
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This document was uploaded on 03/28/2014 for the course MOS 1021B at UWO.

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