Experience is important but in some cases that is not

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Experience is important but in some cases that is not necessary. Activity 8 1- You have been asked to schedule interviews for shortlisted candidates. The interview panel suggests that interviews should take place every 15 minutes. What would you say? I would say that is not enough time to do the interviews because we need to have a break between the interviews to discuss about the straight and weakness of every candidate. Sometimes the interview can require some demonstration in this case we need specific time for that and we need make clear for the candidates how many time they have to demonstrate their abilities. That is one more reason that I would say the 15 minutes would not be enough. 2- What should you do to notify candidates of an interview time, date and venue? Drafting my schedule and notify the applicants the times available or even notify them with the times each one would be booked. I would notify the applicants of the interview by telephone, personally or by email requesting received confirmation. Any ways of communication that I would choose I needed to make sure that all information are clear and completed, with address, time, day etc. Activity 9 1- Write a general plan for the interview process. Bear your interview objectives in mind. Write down the steps in logical order, and approximately how much time should be spent on each Interview process Position: HR Coordinator Number of candidates 6 Steps Time consuming Dates Time 1 Analyse resumes 4 hrs 6-Ago 08:00 to 12:00 2 Contact the candidates 1 hr 6- Ago 14:00 to 15:00 3 Group interview 1 hr 16- Ago 8:00 to 9:00 4 Individual interview 30 minutes 23- Ago 8:00 to 13:00 5 Interview with the manager/ leader 30 minutes 1-Sep 8:00 to 13:00 6 Selection of best candidates based on interview results 6 hrs 2- Sep 08:00 to 14:00 7 Contact the selected candidate 30 minutes 3- Sep 08:00 to 08:30 8 Send a letter for unsuccessful candidates 1 hr 3- Sep 08:30 to 9:00
2- Choose a job that has been advertised or a job that you are familiar with. Construct two each of open, direct and probing questions that could be asked at the interview to assess candidates against the agreed selection criteria. Experiment by asking other people each of the questions and see what type of answer you get to each. Open questions 1) What do you like and dislike about the sales process? How comfortable are you with upholding it?

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