Part II SELECTION
THE APPLICATION
SCREENING INTERVIEW
INTERVIEWING CANDIDATES
BACKGROUND VERIFICATION AND REFERENCE CHECK
MAKING THE JOB OFFER
EVALUATING THE RECRUITMENT AND SELECTION PROCESS
SELECTION TESTS
Before proceeding further into the selection process, many organizations prefer to conduct a screening interview of candidates who appear to be qualified based on the information submitted in their resumes and applications.
Usually done over the phone.
The interviewer asks a few simple questions to determine the candidate's job qualifications and job fit.
Suppose it is determined that the candidate is not a good fit for the position. In that case, the interviewer may refer the candidate to another open position in the organization if something is available that matches the candidate's skills.
Applicants are rated on aptitude, personality, abilities, honesty and motivation
Job preview
Things to avoid when hiring new employees
Get a job
If nothing else is available and the candidate is unqualified for the position, the process ends there.
complete an application
Questionable items
organization has an affirmative action (AA) plan
information on gender
Were your methods cost-effective?
race
national origin
education dates and disabilities
Offer job (phone, mail, customary in your organization
Prepare discussed
inappropriate questions
Slary
past salary levels
Benefit
age
Physical examination
driver’s license information
citizenship information
Social Security numbers
demographic data for AA records
The interview is really a test of the candidate's speech. However, unlike the paper and pencil test, there is no clear right or wrong answer in many cases.
The interviewer can interpret the results and so there is a great possibility of error, depending on the question asked, the answer given, and the interviewer's own personal bias.
Think carefully about the type of information you want to get from the candidate during the interview:
Don't waste time asking questions that give you the same information found on the app.
Use the interview to find out how the person will go about the job.
Must have a complete and accurate job description identifying the key competencies of the job.
The most widely used interviewing techniques are:
In a structured or patterned interview, the interviewer follows a set list of questions for all candidates. This creates consistency in the process, ensures that important questions are not left out, and helps ensure that all applicants will be evaluated to the same standard.
Situational interviews are characterized by questions such as “what would you do in this situation”, allowing candidates to speculate on how they would handle a particular job problem. Behavioral questions are more likely to provide real-world information that can be relevant to making informed choice decisions.
The informal interview takes the opposite approach to a structured interview. It is done with a minimum of questions posed by the interviewer, and questions are not always planned in advance. This technique can reveal information that may never arise in a structured interview, but it can lead to problems if a candidate discloses inappropriate or potentially discriminatory information behave.
Withholding negative information about former employees can protect employers from defamation lawsuits. Still, it increases the likelihood of being sued for negligence if the employer withholds information related to the employee's identity instability of former employees.
Defamation: The act of damaging another's reputation by making false statements to a third person.
Negative: Failure to carry out the standard of care that a reasonably prudent person would in a similar situation
Did you stay within budget?
Did your recruitment generate a large enough applicant pool to make a good selection decision?
Were your applicants qualified for the job?
How many applicants must you generate to get a good hire?
How long did it take to fill the position?
How long does it take for a new employee to “get up to speed?”
What about turnover? Do your new employees stay with the organization?
TEAM OR INDIVIDUAL INTERVIEW
The details required on an application form can differ from company to company and even by job category within a company.
The application form ought to have sections for the applicant's name, address, phone number, educational background, military service history, employment experience, and references.
a place for the applicant to sign
Many businesses include an employment-at-will clause informing employees that the job relationship may end at any time, provided that doing so is not forbidden by state law.
a statement from the applicant authorizing the checking of references
submit forms
online
hard copy
Applications and resumes can be scanned for keywords by automated systems, saving HR time from having to read through paperwork.
Employers must use caution when utilizing automated tracking systems.
Even when they are not actually qualified for the open post, candidates are becoming more smart in the process and cramming their applications and resumes with keywords.
need to know about the job, the bad as well as the good.
Make sure the job matches the job description for potential new employees
Avoid quoting an annual salary
If the employee is let go before the completion of that first year, you may be looking at a potential lawsuit—breach of employment contract.
Quote compensation by the hour or the month, whichever is appropriate.
After your selection decision
Verify the employment eligibility
Eligibility for employment must be verified for all new hires within three days after they start work
Both the employee and the employer must complete and sign the I-9 form. ( The I-9 form must be retained by the employer for at least three years).
Team Interview (present)
Individual interview (past)
Advantage
Downside
Multiple interviewers represent broader areas of interest
This may also help the new hire to be more quickly accepted by the team, since those who participated in choosing the new team member are generally supportive of that choice.
Team interviews is simply logistics
The more difficult it is to find a time and a place in everyone’s busy schedules to make the interview happen.
Candidates are likely to find a panel interview more stressful than an interview by a single person.