Skills that do not contribute to job performance should not be taken into

Skills that do not contribute to job performance

This preview shows page 18 - 20 out of 29 pages.

Skills that do not contribute to job performance should not be taken into consideration. (ii) E x p e r i e n c e g259 Amount and breadth of experience should be identified. Sufficient previous work experiences (paid or unpaid) are applicable. Responsibilities, unless implied by job title, should be included. (iii) E d u c a t i o n g259 This may include academic emphasis, class standing and coursework or technical training that are relevant to job-related responsibilities. CandidateÊs reading and written communication skills are indirectly demonstrated throughout the application process. (b) S c r e e n i n g I n t e r v i e w There are two categories of interviews: t h e s c r e e n i n g i n t e r v i e w and t h e h i r i n g or s e l e c t i o n i n t e r v i e w . S c r e e n i n g i n t e r v i e w is used to qualify a candidate before he or she meets with a hiring authority for possible selection. Whereas the h i r i n g o r s e l e c t i o n i n t e r v i e w can take on many different forms. The screening interview can be in the form of telephone interview, computer interview, videoconference interview and structured interview. Two of the examples of screening interview are telephone interview and computer interview. You can see explanation below. (i) T e l e p h o n e i n t e r v i e w T h e t e l e p h o n e i n t e r v i e w is the most common way to perform an initial screening interview. The advantage of this type of interview is that it saves time and money. Through this interview, the interviewer and the candidate will get a general sense if they should move to the
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TOPIC 3 RECRUITMENT AND SELECTION g87 81 next level g259 the face-to-face meeting. This interview may be tape recorded . g561 (ii) C o m p u t e r i n t e r v i e w g561 T h e c o m p u t e r i n t e r v i e w involves answering a series of multiple- choice questions by pushing appropriate telephone buttons or by submission of a resume on a companyÊs website for a potential job interview. g561 (c) E m p l o y m e n t I n t e r v i e w This interview is more traditional and is of two-way street style g259 the candidate will also interview the employer for job suitability. This interview usually takes place in an office setting and its method can be in the forms as described below: (i) O n e - o n - O n e i n t e r v i e w This is a traditional and loosely structured type of interview. Candidates meet with employers on a one-on-one basis and the interview for each candidate is unique. At the end of the interview, both the candidate and employer would have a sense whether or not the fit is right. (ii) S e r i a l i n t e r v i e w In a s e r i a l i n t e r v i e w , candidates are interviewed by different interviewers at different time slots, throughout the course of a day.
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