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A Step By Step Guide On How To Structure The Employment Process
Anyone in business or Human Resources needs to follow clear guidelines during the employment process. This serves as a guideline for all the people involved in the filling the vacancy.
By: Peter Mitchell
Anyone in business or Human Resources needs to follow clear guidelines during the employment process. This serves as a guideline for all the people involved in the filling the vacancy.
By: Peter Mitchell
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Interviewing can be a difficult task but having a step by step guide is a great help for all concerned. Here is such a guide that can be modified to suit the process used in your business. It could have some steps that you don't currently include.
Step one: Carry out a Job Analysis
The Job Analysis will tell you how the job fits into the organization of your business. It will show you what needs to change and what can remain the same. It will give you an overview of the structure and the contribution that this job makes to how you achieve things.
Step two: Write a Job Description
A simple and short Job Description will clearly indicate the expected results from each of the key tasks. It is an invaluable tool for writing advertisements, carrying out appraisals and giving feedback on a regular basis.
Step three: Design the Ideal Person Specification
The Ideal Person Specification is the benchmark that you use for selecting people to interview, designing the advertisement, writing your interview questions and carrying out the interview. The IPS is a necessary tool that warrants quite a lot of thought and care. Without it, the whole interview process becomes a random affair with little opportunity for employing the right person. In fact, a well-written IPS is essential for the success of the whole selection process.
Step four: Write the advertisement.
The design of the advertisement should have one primary objective and that
is to persuade only suitable candidates to apply for the job. However, the reality is that people apply for jobs even though they do not fit the criteria set down in the advertisement. These people can be weeded out very quickly by following the next step.
Step five: Select Applicants for Interview.
Assemble a team of two or three to analyze and sort all the applications. This will speed up the process and give you a stack of applications that meet the criteria listed in the advertisement and the IPS.
Step six: Design the Interview
The actual face-to-face interview should be designed in two parts. Firstly, the part of the interview we are you are trying to put the candidate at ease so that their base behaviors can be identified. The second part of the interview is where you use the Behavioral Description Interview techniques. If you assemble questions for both parts of the interview you can repeat them for each candidate. This will enable a direct comparison to be made on their answers.
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Peter Mitchell is a business consultant who has helped many businesses to lift their labor productivity in the workplace at little or low cost. His practical guide The Key To Productivity should be on every manager's desk and used to install your productivity improvement program. To find out more go to www.thekeytoproductivity.com.
Step one: Carry out a Job Analysis
The Job Analysis will tell you how the job fits into the organization of your business. It will show you what needs to change and what can remain the same. It will give you an overview of the structure and the contribution that this job makes to how you achieve things.
Step two: Write a Job Description
A simple and short Job Description will clearly indicate the expected results from each of the key tasks. It is an invaluable tool for writing advertisements, carrying out appraisals and giving feedback on a regular basis.
Step three: Design the Ideal Person Specification
The Ideal Person Specification is the benchmark that you use for selecting people to interview, designing the advertisement, writing your interview questions and carrying out the interview. The IPS is a necessary tool that warrants quite a lot of thought and care. Without it, the whole interview process becomes a random affair with little opportunity for employing the right person. In fact, a well-written IPS is essential for the success of the whole selection process.
Step four: Write the advertisement.
The design of the advertisement should have one primary objective and that
is to persuade only suitable candidates to apply for the job. However, the reality is that people apply for jobs even though they do not fit the criteria set down in the advertisement. These people can be weeded out very quickly by following the next step.
Step five: Select Applicants for Interview.
Assemble a team of two or three to analyze and sort all the applications. This will speed up the process and give you a stack of applications that meet the criteria listed in the advertisement and the IPS.
Step six: Design the Interview
The actual face-to-face interview should be designed in two parts. Firstly, the part of the interview we are you are trying to put the candidate at ease so that their base behaviors can be identified. The second part of the interview is where you use the Behavioral Description Interview techniques. If you assemble questions for both parts of the interview you can repeat them for each candidate. This will enable a direct comparison to be made on their answers.
Page 2
Peter Mitchell is a business consultant who has helped many businesses to lift their labor productivity in the workplace at little or low cost. His practical guide The Key To Productivity should be on every manager's desk and used to install your productivity improvement program. To find out more go to www.thekeytoproductivity.com.
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Interviewing New Hires For Your Small Business - Always Tricky!
Things To Consider When Hiring Employees For The First Time
Don't Underestimate The Importance Of The Employment Interview
How Do You Check A Candidate's Social Skills?
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